From terri.parker at ofm.wa.gov Thu Apr 1 17:50:32 2021 From: terri.parker at ofm.wa.gov (Parker, Terri (OFM)) Date: Thu, 1 Apr 2021 23:50:32 +0000 Subject: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 Message-ID: <7f357312bfba439ea58b191142071e52@ofm.wa.gov> Hi all, In 2020, Washington implemented a total comp methodology that considered the employee's value of health care and retirement benefits as opposed to a comparison of employer/employee premium costs. An explanation of those methodologies can be found here. As we prepare for the 2022 survey cycle, we'd like to know what other states are doing. To that end, we would greatly appreciate your response to the following by April 15. Thank you! Do you have a total rewards definition? If yes, please provide. Do you have a total rewards compensation philosophy? If yes, please provide. Do you consider statistics from the "Employer Costs for Employee Compensation" from the Bureau of Labor Statistics? If yes, please describe how that data is used. If you conduct compensation surveys, do you include health care and retirement benefits? * If no, do you conduct a separate benefits survey(s)? If you survey health care benefits: * Do you collect health benefit premium rates? * Do you collect the Affordable Care Act (ACA) actuarial value "metal" categories (Bronze, Silver, Gold, and Platinum)? If yes, please describe how that data is used. * Please describe any other methods used to ascertain the value of health care benefits beyond the employer/employee premium rates. If you survey retirement benefits: * Do you survey employer contribution amounts for defined benefit and defined contribution plans? * Do you calculate the value of defined benefit plans? If yes, please describe your methodology. Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: From Wendy.A.Mays at wv.gov Fri Apr 2 06:22:28 2021 From: Wendy.A.Mays at wv.gov (Mays, Wendy A) Date: Fri, 2 Apr 2021 12:22:28 +0000 Subject: [NCASG] Starting pay question Message-ID: Good morning from West Virginia, Does the agency make the decision regarding starting salary? Does your agency (the statewide HR Department) review? If so, can your agency reject the offer? On what basis? In WV an agency decides the starting salary. However, the agency is required to start at the minimum of the pay range and can give 5% for every 6 months of additional experience up to 35%. That is reviewed and the employee's application is reviewed a second time by the DOP's transactions unit. This is an active thorough review and not just a review that signs off. Let me know if you have any questions. If you could have your response to me by Tuesday morning, I'd appreciate it. Obviously, we do not have collective bargaining in my state. Thank you guys for everything. Wendy Mays Assistant Director, Classification and Compensation WV Division of Personnel -------------- next part -------------- An HTML attachment was scrubbed... URL: From Adam.Reinemann at cs.ny.gov Fri Apr 2 07:30:08 2021 From: Adam.Reinemann at cs.ny.gov (Reinemann, Adam J (CS)) Date: Fri, 2 Apr 2021 13:30:08 +0000 Subject: [NCASG] Starting pay question In-Reply-To: References: Message-ID: Hi Wendy, In New York, agencies use statutory salary schedules for most classified competitive service positions. These schedules do not allow a great amount of flexibility. Generally, most hires start at the hiring rate of a statutory grade and advance with six or seven steps to the ?job rate? of the grade after six or seven years, depending on negotiating unit (this also applies to non-union employees, relevant for West Virginia). We also have trainee mechanisms that slightly modify salary for the first six months to two years, depending on title. There are also titles coded as ?Other Statute - OS,? and ?Non-Statutory - NS.? OS positions have salaries set by other statutes outside of Civil Service Law (for example, Deputy Superintendents and Superintendents at correctional facilities). NS positions do not have statutory pay requirements. Agencies negotiate salaries directly with New York?s Division of the Budget. We do not review NS salary proposals. We (Division of Classification & Compensation ? Department of Civil Service) do not directly review salaries of agency candidates/employees with one exception. Agencies submit Increased Minimum (IM) transactions to our office. These transactions allow candidates to receive steps in their respective salary schedule, based on private sector experience. This is essentially the only mechanism that allows hiring flexibility with statutorily graded titles (does not apply to OS or NS titles). In practice, we typically only apply this mechanism to clinical titles, because of the wide gap between New York?s schedules and market pay rates. We do not typically approve an IM for an HR generalist who worked in the private sector, for example. Additional information and requirements for IMs can be found here: https://www.cs.ny.gov/ssd/Manuals/SPMM/0800PositClassComp/0870f_appointments_above_min_salary.htm I also answered your direct questions below. I hope this helps. Thanks, Adam Adam Reinemann Human Resources Specialist 2 (Classification & Compensation) Department of Civil Service Empire State Plaza, Agency Building 1, Albany, NY 12239 (518) 474-0789 l Adam.Reinemann at cs.ny.gov www.cs.ny.gov From: Mays, Wendy A Sent: Friday, April 2, 2021 8:22 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Starting pay question ATTENTION: This email came from an external source. Do not open attachments or click on links from unknown senders or unexpected emails. Good morning from West Virginia, Does the agency make the decision regarding starting salary? For State agencies, yes and no. For ?NS? positions defined above, yes, but salaries require sign-off from the State?s budget division. No for the vast majority of statutorily graded titles. Candidates start at a statutory hiring rate. Does your agency (the statewide HR Department) review? No, with the IM exception noted above. We also review employee salaries for occupational studies and salary differential reviews, but that is outside the scope of the direct starting pay question. If so, can your agency reject the offer? On what basis? We can disapprove IM requests if the starting salary is not justified. However, in most cases we typically approve the transaction with change to a justifiable amount, rather than outright disapproval. In WV an agency decides the starting salary. However, the agency is required to start at the minimum of the pay range and can give 5% for every 6 months of additional experience up to 35%. That is reviewed and the employee?s application is reviewed a second time by the DOP?s transactions unit. This is an active thorough review and not just a review that signs off. I wish we had this flexibility! ? Let me know if you have any questions. If you could have your response to me by Tuesday morning, I?d appreciate it. Obviously, we do not have collective bargaining in my state. Thank you guys for everything. Wendy Mays Assistant Director, Classification and Compensation WV Division of Personnel -------------- next part -------------- An HTML attachment was scrubbed... URL: From Janelle.Haynsworth at LA.GOV Mon Apr 5 08:26:49 2021 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Mon, 5 Apr 2021 14:26:49 +0000 Subject: [NCASG] Starting pay question In-Reply-To: References: Message-ID: Hi, good morning Wendy, Please see the responses below from Louisiana. Does the agency make the decision regarding starting salary? The Louisiana State Civil Service Commission establishes the rules (see Rule 6.5) relative to hiring rates that all agencies follow for classified employees. Some of the rules, such as hiring for extraordinary qualifications, have an element of agency discretion built into them. However, there are limits to the agency's discretion. Specific to extraordinary qualifications, the agency cannot hire at a rate exceeding the midpoint without first obtaining the approval of the State Civil Service Director. The Director has also issued guidelines via the Compensation Administration Guide that agencies must take into consideration when applying the rules pertaining to pay. Does your agency (the statewide HR Department) review? Louisiana State Civil Service has a Compliance and Audit Division that samples agency actions as part of a regular review process to confirm that they were made in accordance with the rules and guidelines. The results of these reviews are presented publically to the State Civil Service Commission. If so, can your agency reject the offer? On what basis? This is not common. However, if the Compliance and Audit Division finds that an agency has made payments to an employee outside of what the established rules and/or guidelines allow, the Director can take a corrective action on the employee's salaries and, if necessary, revoke the agency's discretion to use the rule. Let me know if I may assist with any additional questions? Thanks and have a great week, Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D3C5B9.95C56680] [cid:image002.png at 01D3C5B9.95C56680] [cid:image003.png at 01D3C5B9.95C56680] [cid:image004.png at 01D3C5B9.95C56680] [cid:image005.png at 01D3C5B9.95C56680] [cid:image006.png at 01D3C5B9.95C56680] From: Mays, Wendy A Sent: Friday, April 2, 2021 7:22 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Starting pay question EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Good morning from West Virginia, Does the agency make the decision regarding starting salary? Does your agency (the statewide HR Department) review? If so, can your agency reject the offer? On what basis? In WV an agency decides the starting salary. However, the agency is required to start at the minimum of the pay range and can give 5% for every 6 months of additional experience up to 35%. That is reviewed and the employee's application is reviewed a second time by the DOP's transactions unit. This is an active thorough review and not just a review that signs off. Let me know if you have any questions. If you could have your response to me by Tuesday morning, I'd appreciate it. Obviously, we do not have collective bargaining in my state. Thank you guys for everything. Wendy Mays Assistant Director, Classification and Compensation WV Division of Personnel ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 2745 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 1947 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 2129 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... 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Malatesta, MPA, CCP, SHRM-CP* *Senior Manager, Compensation* P 303.866.5383 | C 303.919.0507 1525 Sherman Street, Denver, CO 80203 brandy.malatesta at state.co.us | dhr.colorado.gov | careers.colorado.gov *Upcoming Time Off: April 2, 2021, April 22-23, 2021, May 28, 2021* *DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency* On Fri, Apr 2, 2021 at 6:22 AM Mays, Wendy A wrote: > Good morning from West Virginia, > > > > Does the agency make the decision regarding starting salary? > > Does your agency (the statewide HR Department) review? > > If so, can your agency reject the offer? On what basis? > > > > In WV an agency decides the starting salary. However, the agency is > required to start at the minimum of the pay range and can give 5% for every > 6 months of additional experience up to 35%. That is reviewed and the > employee?s application is reviewed a second time by the DOP?s transactions > unit. This is an active thorough review and not just a review that signs > off. > > > > Let me know if you have any questions. If you could have your response to > me by Tuesday morning, I?d appreciate it. Obviously, we do not have > collective bargaining in my state. > > > > Thank you guys for everything. > > Wendy Mays > > Assistant Director, Classification and Compensation > > WV Division of Personnel > -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image.png Type: image/png Size: 88202 bytes Desc: not available URL: From Janelle.Haynsworth at LA.GOV Mon Apr 5 08:42:02 2021 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Mon, 5 Apr 2021 14:42:02 +0000 Subject: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 In-Reply-To: <7f357312bfba439ea58b191142071e52@ofm.wa.gov> References: <7f357312bfba439ea58b191142071e52@ofm.wa.gov> Message-ID: Hi Terri, In Louisiana, retirement and health benefits are managed by agencies separately from Louisiana State Civil Service (Louisiana State Employees Retirement System and Office of Group Benefits respectively). Please see below for more info and let me know if I may assist with any further questions. Thanks, Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D3C5B9.95C56680] [cid:image002.png at 01D3C5B9.95C56680] [cid:image003.png at 01D3C5B9.95C56680] [cid:image004.png at 01D3C5B9.95C56680] [cid:image005.png at 01D3C5B9.95C56680] [cid:image006.png at 01D3C5B9.95C56680] From: Parker, Terri (OFM) Sent: Thursday, April 1, 2021 6:51 PM To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) Subject: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Hi all, In 2020, Washington implemented a total comp methodology that considered the employee's value of health care and retirement benefits as opposed to a comparison of employer/employee premium costs. An explanation of those methodologies can be found here. As we prepare for the 2022 survey cycle, we'd like to know what other states are doing. To that end, we would greatly appreciate your response to the following by April 15. Thank you! Do you have a total rewards definition? If yes, please provide. No Do you have a total rewards compensation philosophy? If yes, please provide. We have a compensation philosophy outlined by SCS Rule 6.1 Do you consider statistics from the "Employer Costs for Employee Compensation" from the Bureau of Labor Statistics? If yes, please describe how that data is used. Not at this time If you conduct compensation surveys, do you include health care and retirement benefits? * If no, do you conduct a separate benefits survey(s)? We receive survey data from third-party providers. Some of these sources include information on health care and retirement benefits. However, strategic decisions relative to health care and retirement are performed by other agencies. This is why we are aware of our benefit offerings, but develop pay ranges primarily upon market data for base salaries vs. a total rewards approach. If you survey health care benefits: N/A * Do you collect health benefit premium rates? * Do you collect the Affordable Care Act (ACA) actuarial value "metal" categories (Bronze, Silver, Gold, and Platinum)? If yes, please describe how that data is used. * Please describe any other methods used to ascertain the value of health care benefits beyond the employer/employee premium rates. If you survey retirement benefits: N/A * Do you survey employer contribution amounts for defined benefit and defined contribution plans? * Do you calculate the value of defined benefit plans? If yes, please describe your methodology. Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 2745 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... 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Name: image006.png Type: image/png Size: 2076 bytes Desc: image006.png URL: From terri.parker at ofm.wa.gov Mon Apr 5 11:11:50 2021 From: terri.parker at ofm.wa.gov (Parker, Terri (OFM)) Date: Mon, 5 Apr 2021 17:11:50 +0000 Subject: [NCASG] Starting pay question In-Reply-To: References: Message-ID: Hi Wendy, In Washington, employers must determine starting salary in accordance with RCW 49.58 Washington Equal Pay and Opportunities Act. The act includes a ban of all public and private employers from (1) seeking the wage or salary history from an applicant or the applicant's current or former employer; or (2) relying on prior wage or salary history to set pay. The State HR guidance documents for state employers are attached. State agencies and higher education institutions make the decision regarding starting salary in accordance with the employer's approved salary determination policy for non-represented employees or the applicable collective bargaining agreement for represented staff. State HR does not review or approve starting salaries within the assigned salary range or management pay band. For non-represented employees, there are provisions to pay above the assigned salary range or management pay band: * Washington General Service: * Employer may authorize up to 15% above the top of the salary range due to recruitment difficulties if there is a proviso in their salary determination policy (WAC 357-28-095) * Employer may request State HR approval for 16-25% above the top of the salary range (WAC 357-28-100) * Washington Management Service: Employer may request State HR approval for a starting salary above the assigned management pay band (WAC 357-58-085) Let me know if you have questions. Terri Parker (she/her/hers) 360-515-6299 terri.parker at ofm.wa.gov From: Mays, Wendy A > Sent: Friday, April 2, 2021 7:22 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Starting pay question EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Good morning from West Virginia, Does the agency make the decision regarding starting salary? Does your agency (the statewide HR Department) review? If so, can your agency reject the offer? On what basis? In WV an agency decides the starting salary. However, the agency is required to start at the minimum of the pay range and can give 5% for every 6 months of additional experience up to 35%. That is reviewed and the employee's application is reviewed a second time by the DOP's transactions unit. This is an active thorough review and not just a review that signs off. Let me know if you have any questions. If you could have your response to me by Tuesday morning, I'd appreciate it. Obviously, we do not have collective bargaining in my state. Thank you guys for everything. Wendy Mays Assistant Director, Classification and Compensation WV Division of Personnel ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: 1696_SHR_Guidance_Final.pdf Type: application/pdf Size: 351262 bytes Desc: 1696_SHR_Guidance_Final.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: 1696_SHR_PPT_Final.pdf Type: application/pdf Size: 1842709 bytes Desc: 1696_SHR_PPT_Final.pdf URL: From Compensation at das.ohio.gov Mon Apr 5 13:11:54 2021 From: Compensation at das.ohio.gov (Compensation at das.ohio.gov) Date: Mon, 5 Apr 2021 19:11:54 +0000 Subject: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 In-Reply-To: References: <7f357312bfba439ea58b191142071e52@ofm.wa.gov>, Message-ID: Hello everyone, Following is the response from the State of Ohio Classification and Compensation: Do you have a total rewards definition? Yes, identified on our Total Rewards page https://das.ohio.gov/for-State-Employees/Orientation-and-Onboarding Do you have a total rewards compensation philosophy? As identified on our webpage but not codified in state law. Do you consider statistics from the "Employer Costs for Employee Compensation" from the Bureau of Labor Statistics? Not at this time. If you conduct compensation surveys, do you include health care and retirement benefits? No, we only ask for direct compensation. Do you collect health benefit premium rates? This information is not collected by our office. Do you collect the Affordable Care Act (ACA) actuarial value ?metal? categories (Bronze, Silver, Gold, and Platinum)? This information is not collected by our office. Do you survey employer contribution amounts for defined benefit and defined contribution plans? No, our office does not survey for defined benefit or defined contribution plans. Do you calculate the value of defined benefit plans? If yes, please describe your methodology. N/A Thank you, Classification and Compensation group compensation at das.ohio.gov ________________________________ From: Janelle Haynsworth Sent: Monday, April 5, 2021 10:42 AM To: Parker, Terri (OFM) ; NCASG (dhr_ncasg_survey_list at admws.idaho.gov) Cc: Nicole Tucker (Civil Service) Subject: Re: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 Hi Terri, In Louisiana, retirement and health benefits are managed by agencies separately from Louisiana State Civil Service (Louisiana State Employees Retirement System and Office of Group Benefits respectively). Please see below for more info and let me know if I may assist with any further questions. Thanks, Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D3C5B9.95C56680] [cid:image002.png at 01D3C5B9.95C56680] [cid:image003.png at 01D3C5B9.95C56680] [cid:image004.png at 01D3C5B9.95C56680] [cid:image005.png at 01D3C5B9.95C56680] [cid:image006.png at 01D3C5B9.95C56680] From: Parker, Terri (OFM) Sent: Thursday, April 1, 2021 6:51 PM To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) Subject: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Hi all, In 2020, Washington implemented a total comp methodology that considered the employee?s value of health care and retirement benefits as opposed to a comparison of employer/employee premium costs. An explanation of those methodologies can be found here. As we prepare for the 2022 survey cycle, we?d like to know what other states are doing. To that end, we would greatly appreciate your response to the following by April 15. Thank you! Do you have a total rewards definition? If yes, please provide. No Do you have a total rewards compensation philosophy? If yes, please provide. We have a compensation philosophy outlined by SCS Rule 6.1 Do you consider statistics from the "Employer Costs for Employee Compensation" from the Bureau of Labor Statistics? If yes, please describe how that data is used. Not at this time If you conduct compensation surveys, do you include health care and retirement benefits? ? If no, do you conduct a separate benefits survey(s)? We receive survey data from third-party providers. Some of these sources include information on health care and retirement benefits. However, strategic decisions relative to health care and retirement are performed by other agencies. This is why we are aware of our benefit offerings, but develop pay ranges primarily upon market data for base salaries vs. a total rewards approach. If you survey health care benefits: N/A * Do you collect health benefit premium rates? * Do you collect the Affordable Care Act (ACA) actuarial value ?metal? categories (Bronze, Silver, Gold, and Platinum)? If yes, please describe how that data is used. * Please describe any other methods used to ascertain the value of health care benefits beyond the employer/employee premium rates. If you survey retirement benefits: N/A * Do you survey employer contribution amounts for defined benefit and defined contribution plans? * Do you calculate the value of defined benefit plans? If yes, please describe your methodology. Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. CAUTION: This is an external email and may not be safe. If the email looks suspicious, please do not click links or open attachments and forward the email to csc at ohio.gov or click the Phish Alert Button if available. -------------- next part -------------- An HTML attachment was scrubbed... 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Name: Outlook-cid_image0.png Type: image/png Size: 2130 bytes Desc: Outlook-cid_image0.png URL: From Christian.Temes at tn.gov Wed Apr 7 09:10:17 2021 From: Christian.Temes at tn.gov (Christian Temes) Date: Wed, 7 Apr 2021 15:10:17 +0000 Subject: [NCASG] Med Lab Tech Job Specs Message-ID: Good Morning NCASG Friends, I hope Spring is going well so far for all of you. I have what I hope is a very quick favor to ask of you: Could you send us the job descriptions and minimum qualifications for whatever classification you have as a match for the Medical Laboratory Technician (NCASG Code 4070) on the NCASG Salary Survey, please? If you did not submit a match for this benchmark, feel free to ignore this email and enjoy your day. Thank you all so much, [cid:image001.png at 01D72B95.81E35600] Kodi Temes - HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7380 bytes Desc: image001.png URL: From mckenna.bush at state.ma.us Fri Apr 9 07:10:50 2021 From: mckenna.bush at state.ma.us (Bush, McKenna (HRD)) Date: Fri, 9 Apr 2021 13:10:50 +0000 Subject: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 In-Reply-To: <7f357312bfba439ea58b191142071e52@ofm.wa.gov> References: <7f357312bfba439ea58b191142071e52@ofm.wa.gov> Message-ID: Hi Terri & all, Massachusetts does not have a total rewards definition. Per our Hiring Guidelines, the state's benefit package is recommended as a recruitment tool, but benefits are not calculated into an employee's compensation package. Thanks - have a great weekend! McKenna Bush Sr. Classification & Compensation Analyst The Commonwealth of Massachusetts, Human Resources Division 100 Cambridge Street, Suite 600, Boston, MA 02114 Phone: 617-878-9750 From: Parker, Terri (OFM) Sent: Thursday, April 1, 2021 7:51 PM To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) Subject: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 CAUTION: This email originated from a sender outside of the Commonwealth of Massachusetts mail system. Do not click on links or open attachments unless you recognize the sender and know the content is safe. Hi all, In 2020, Washington implemented a total comp methodology that considered the employee's value of health care and retirement benefits as opposed to a comparison of employer/employee premium costs. An explanation of those methodologies can be found here. As we prepare for the 2022 survey cycle, we'd like to know what other states are doing. To that end, we would greatly appreciate your response to the following by April 15. Thank you! Do you have a total rewards definition? If yes, please provide. Do you have a total rewards compensation philosophy? If yes, please provide. Do you consider statistics from the "Employer Costs for Employee Compensation" from the Bureau of Labor Statistics? If yes, please describe how that data is used. If you conduct compensation surveys, do you include health care and retirement benefits? * If no, do you conduct a separate benefits survey(s)? If you survey health care benefits: * Do you collect health benefit premium rates? * Do you collect the Affordable Care Act (ACA) actuarial value "metal" categories (Bronze, Silver, Gold, and Platinum)? If yes, please describe how that data is used. * Please describe any other methods used to ascertain the value of health care benefits beyond the employer/employee premium rates. If you survey retirement benefits: * Do you survey employer contribution amounts for defined benefit and defined contribution plans? * Do you calculate the value of defined benefit plans? If yes, please describe your methodology. Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: From Darby.Forrester at personnel.alabama.gov Fri Apr 9 07:44:37 2021 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Fri, 9 Apr 2021 13:44:37 +0000 Subject: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 In-Reply-To: <7f357312bfba439ea58b191142071e52@ofm.wa.gov> References: <7f357312bfba439ea58b191142071e52@ofm.wa.gov> Message-ID: Hey Terri - Alabama doesn't really have a definition, we do use the benefits package as a recruitment tool Our insurance and retirement are not under state personnel, they are their own separate agencies so I don't know if they survey or not Sorry, not very helpful Darby From: Parker, Terri (OFM) Sent: Thursday, April 1, 2021 6:51 PM To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) Subject: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 Hi all, In 2020, Washington implemented a total comp methodology that considered the employee's value of health care and retirement benefits as opposed to a comparison of employer/employee premium costs. An explanation of those methodologies can be found here. As we prepare for the 2022 survey cycle, we'd like to know what other states are doing. To that end, we would greatly appreciate your response to the following by April 15. Thank you! Do you have a total rewards definition? If yes, please provide. Do you have a total rewards compensation philosophy? If yes, please provide. Do you consider statistics from the "Employer Costs for Employee Compensation" from the Bureau of Labor Statistics? If yes, please describe how that data is used. If you conduct compensation surveys, do you include health care and retirement benefits? * If no, do you conduct a separate benefits survey(s)? If you survey health care benefits: * Do you collect health benefit premium rates? * Do you collect the Affordable Care Act (ACA) actuarial value "metal" categories (Bronze, Silver, Gold, and Platinum)? If yes, please describe how that data is used. * Please describe any other methods used to ascertain the value of health care benefits beyond the employer/employee premium rates. If you survey retirement benefits: * Do you survey employer contribution amounts for defined benefit and defined contribution plans? * Do you calculate the value of defined benefit plans? If yes, please describe your methodology. Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: From mckenna.bush at state.ma.us Fri Apr 9 07:47:04 2021 From: mckenna.bush at state.ma.us (Bush, McKenna (HRD)) Date: Fri, 9 Apr 2021 13:47:04 +0000 Subject: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 In-Reply-To: <7f357312bfba439ea58b191142071e52@ofm.wa.gov> References: <7f357312bfba439ea58b191142071e52@ofm.wa.gov> Message-ID: Hi Terri, Sorry to have missed your Tuesday deadline, but Massachusetts does not have a Total Rewards definition. The state's benefits package is encouraged to be used a recruiting tool, but the value of health and/or retirement benefits are not directly calculated into a an employee's compensation. Have a nice weekend! McKenna Bush Sr. Classification & Compensation Analyst The Commonwealth of Massachusetts, Human Resources Division 100 Cambridge Street, Suite 600, Boston, MA 02114 Phone: 617-878-9750 From: Parker, Terri (OFM) Sent: Thursday, April 1, 2021 7:51 PM To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) Subject: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 CAUTION: This email originated from a sender outside of the Commonwealth of Massachusetts mail system. Do not click on links or open attachments unless you recognize the sender and know the content is safe. Hi all, In 2020, Washington implemented a total comp methodology that considered the employee's value of health care and retirement benefits as opposed to a comparison of employer/employee premium costs. An explanation of those methodologies can be found here. As we prepare for the 2022 survey cycle, we'd like to know what other states are doing. To that end, we would greatly appreciate your response to the following by April 15. Thank you! Do you have a total rewards definition? If yes, please provide. Do you have a total rewards compensation philosophy? If yes, please provide. Do you consider statistics from the "Employer Costs for Employee Compensation" from the Bureau of Labor Statistics? If yes, please describe how that data is used. If you conduct compensation surveys, do you include health care and retirement benefits? * If no, do you conduct a separate benefits survey(s)? If you survey health care benefits: * Do you collect health benefit premium rates? * Do you collect the Affordable Care Act (ACA) actuarial value "metal" categories (Bronze, Silver, Gold, and Platinum)? If yes, please describe how that data is used. * Please describe any other methods used to ascertain the value of health care benefits beyond the employer/employee premium rates. If you survey retirement benefits: * Do you survey employer contribution amounts for defined benefit and defined contribution plans? * Do you calculate the value of defined benefit plans? If yes, please describe your methodology. Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: From lyhart at nd.gov Fri Apr 9 09:02:56 2021 From: lyhart at nd.gov (Hart, Lynn L.) Date: Fri, 9 Apr 2021 15:02:56 +0000 Subject: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 In-Reply-To: <7f357312bfba439ea58b191142071e52@ofm.wa.gov> References: <7f357312bfba439ea58b191142071e52@ofm.wa.gov> Message-ID: Terri, North Dakota's broad compensation philosophy statement defines compensation as base salary and related fringe benefits: https://www.legis.nd.gov/cencode/t54c44-3.pdf#nameddest=54-44p3-01p2 In practice we have found it challenging to find and apply good measures of "total rewards." Also, the responsibility for benefits planning and administration is in an agency (NDPERS) totally separate from the HR function, so goal alignment adds to the challenge, even though we do work pretty well together. For analysis we rely largely on the annual NCASG Benefits Survey and on occasional ad hoc surveys of nearby states. Our analysis tends to focus more on cost comparisons than on value. Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Compensation Manager 701.328.4739 * lyhart at nd.gov * www.nd.gov/omb [cid:image001.png at 01D72D27.8210EA00] From: Parker, Terri (OFM) Sent: Thursday, April 1, 2021 6:51 PM To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) Subject: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 ***** CAUTION: This email originated from an outside source. Do not click links or open attachments unless you know they are safe. ***** Hi all, In 2020, Washington implemented a total comp methodology that considered the employee's value of health care and retirement benefits as opposed to a comparison of employer/employee premium costs. An explanation of those methodologies can be found here. As we prepare for the 2022 survey cycle, we'd like to know what other states are doing. To that end, we would greatly appreciate your response to the following by April 15. Thank you! Do you have a total rewards definition? If yes, please provide. Do you have a total rewards compensation philosophy? If yes, please provide. Do you consider statistics from the "Employer Costs for Employee Compensation" from the Bureau of Labor Statistics? If yes, please describe how that data is used. If you conduct compensation surveys, do you include health care and retirement benefits? * If no, do you conduct a separate benefits survey(s)? If you survey health care benefits: * Do you collect health benefit premium rates? * Do you collect the Affordable Care Act (ACA) actuarial value "metal" categories (Bronze, Silver, Gold, and Platinum)? If yes, please describe how that data is used. * Please describe any other methods used to ascertain the value of health care benefits beyond the employer/employee premium rates. If you survey retirement benefits: * Do you survey employer contribution amounts for defined benefit and defined contribution plans? * Do you calculate the value of defined benefit plans? If yes, please describe your methodology. Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 13428 bytes Desc: image001.png URL: From joe.marro at nc.gov Fri Apr 9 09:31:39 2021 From: joe.marro at nc.gov (Marro, Joe) Date: Fri, 9 Apr 2021 15:31:39 +0000 Subject: [NCASG] [External] Total Comp Methods - Please Respond by 4/15/2021 In-Reply-To: <7f357312bfba439ea58b191142071e52@ofm.wa.gov> References: <7f357312bfba439ea58b191142071e52@ofm.wa.gov> Message-ID: Good morning, Terri. Please see responses below for North Carolina. -Joe From: Parker, Terri (OFM) Sent: Thursday, April 1, 2021 7:51 PM To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) Subject: [External] [NCASG] Total Comp Methods - Please Respond by 4/15/2021 CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to Report Spam. Hi all, In 2020, Washington implemented a total comp methodology that considered the employee?s value of health care and retirement benefits as opposed to a comparison of employer/employee premium costs. An explanation of those methodologies can be found here. As we prepare for the 2022 survey cycle, we?d like to know what other states are doing. To that end, we would greatly appreciate your response to the following by April 15. Thank you! Do you have a total rewards definition? If yes, please provide. Total compensation is described as follows in our Annual Report: ?Total compensation measures an employee?s base salary, benefits, and other perquisites that the employer provides. When comparing compensation with that of other employers, whether public or private, the focus is often on total compensation rather than just base pay. This report includes comparisons of base pay as well as fringe benefits. It is important for employees to be knowledgeable of the value of their employment in terms of base pay, benefits and other reward opportunities. Employee benefits are key components of a total compensation package. In addition to salary, a competitive benefits package is a primary attractor in the recruitment of prospective employees, particularly in hard-to-fill occupations. Benefits are equally critical in the retention of high performing employees. The State communicates this important aspect of employees? compensation to both current and prospective employees through the use of a web-based total compensation calculator.? Do you have a total rewards compensation philosophy? If yes, please provide. Our Total Compensation Philosophy is under review for potential revision. Our current philosophy statement published in early 2018 states: ?The State of North Carolina is committed to attracting and retaining a diverse workforce of high performing employees with the competencies, skills, knowledge, and dedication needed to consistently meet continually evolving strategic goals. The State?s compensation system should be reflective of occupational trends and best practices. It should be meaningful and easily understood by employees and managers and administered by Human Resources professionals in a consistent manner. * Market Responsiveness: * Position total compensation competitively with relevant labor markets * Recognize that labor market factors differ for specific occupations * Equitable and Affordable Compensation: * Align internal pay within occupational groups while avoiding adverse impacts * Maintain internal classification structure alignment * Maintain fiscal responsibility? Do you consider statistics from the "Employer Costs for Employee Compensation" from the Bureau of Labor Statistics? If yes, please describe how that data is used. Yes. Below is a sample table created using that data source. Our process for creating this table is: * Use whatever data is most current on the BLS site. * Place the correct percentages (from the second column) directly into the ?BLS Percentages of Total Compensation? column of the Table. We report percentages straight from BLS. * For the OASI-DI category, we report the ?legally required benefits? total. [cid:image001.png at 01D72D2A.82177250] If you conduct compensation surveys, do you include health care and retirement benefits? ? If no, do you conduct a separate benefits survey(s)? In addition to using the 2020 NCASG Benefits Survey, North Carolina county governments report on choice of health plan, deductibles and employee and agency cost. We analyze the ten most populous North Carolina counties. We also contracted with Mercer (US), Inc. in 2019-20 to conduct a Total Remuneration Analysis for the State to assess market competitiveness across all elements including base pay, total cash, benefits and total remuneration. Total Remuneration is calculated using the median benefits for each market comparison group (public sector, private sector/general industry, higher education, and sworn law enforcement). The most common benefit plan was valued for each comparator in the market. Included in the study were our retirement, medical, dental, vision, life insurance, STD, LTD, and paid leave plans, as well as analysis of the prevalence of other benefits utilized in the comparison markets. If you survey health care benefits: * Do you collect health benefit premium rates? * Do you collect the Affordable Care Act (ACA) actuarial value ?metal? categories (Bronze, Silver, Gold, and Platinum)? If yes, please describe how that data is used. * Please describe any other methods used to ascertain the value of health care benefits beyond the employer/employee premium rates. If you survey retirement benefits: * Do you survey employer contribution amounts for defined benefit and defined contribution plans? * Do you calculate the value of defined benefit plans? If yes, please describe your methodology. RETIREMENT VALUATION: ? NC: Benefits are projected for seven service profiles (5, 10, 15, 20, 25, 30 and 35 years of service at retirement age) and then converted to an equivalent lump sum at retirement. ? NC: An equivalent level percentage of pay (ELPP) is calculated for each profile ? ELPP is the percentage of annual base pay that is required over an employee?s career, when accumulated with interest, to replicate total retirement benefits ? Employee deferrals/contributions are netted out of the total ELPP to determine the annualized value of employer-paid benefits ? NC: For each benchmark job, the average projected service at retirement is used for all employees within the job to determine the employer-paid ELPP associated with the closest service profile ? NC: Employer-paid ELPP is multiplied by average base pay for each benchmark job to compute annualized employer-paid retirement values ? Market: All employer-paid plans (defined benefit and defined contribution) available to new hires are valued ? Market: Consistent with the methodology used for North Carolina, total employer-paid benefits are converted to ELPPs for each organization ? Market: The market median ELPP for the closest service profile is multiplied by market quartile base pay to compute annualized employer-paid retirement values MEDICA: and DENTAL VALUATION: ? NC: A relative valuation of North Carolina?s benefits is calculated for the most common plan (i.e., the PPO 80/20 Medical Plan and the High Option Silent PPO Dental Plan) ? NC: The benefit is valued using the coverage replacement method, which represents the cost to the employee of employer provided benefits if s/he left employment and were to purchase coverage to duplicate the benefits in the marketplace ? This approach removes the influence of claims utilization and vendor fee negotiations from the cost of providing coverage ? Market: A relative valuation of each organization?s medical (active and retiree) and dental benefits is calculated for the most common plan ? Market: The benefit is valued using the same coverage replacement method as above ? Market: The median benefit is added to market quartile total cash compensation LIFE AND DISABILITY VALUATION: * Employer-paid premiums are estimated using standardized rates and the average base pay for each benchmark role * Annual values are calculated using standardized rates, market median coverage levels, and market quartile base pay levels Terri Parker (she/her/hers) Compensation Policy & Planning Analyst OFM/ State Human Resources Cell 360-515-6299 terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 65972 bytes Desc: image001.png URL: From Janelle.Haynsworth at LA.GOV Mon Apr 12 11:36:49 2021 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Mon, 12 Apr 2021 17:36:49 +0000 Subject: [NCASG] Survey Request - Public Health Laboratory Message-ID: Good afternoon! Louisiana is seeking classification and salary data on laboratory personnel that perform public health activities. To this end, we have prepared a quick SurveyMonkey questionnaire to get at how your state is organized and paired it with a salary worksheet, as attached. Our PH Lab jobs are included on the second worksheet in the attached workbook for your review. Please provide your job series on the first worksheet and return to me by next Friday, April 23rd. The SurveyMonkey questionnaire will be available until this date as well; you may click the link below to view the questions and provide your response. https://www.surveymonkey.com/r/PH_LAB_2021 We would greatly appreciate your participation and will share the results of this survey with all participants. If you have any questions or if more time is needed, please let me know? Have a wonderful week, Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D3C5B9.95C56680] [cid:image002.png at 01D3C5B9.95C56680] [cid:image003.png at 01D3C5B9.95C56680] [cid:image004.png at 01D3C5B9.95C56680] [cid:image005.png at 01D3C5B9.95C56680] [cid:image006.png at 01D3C5B9.95C56680] ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 2745 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 1947 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 2129 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... 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Name: Louisiana Public Health Laboratory 4-2021.xlsx Type: application/vnd.openxmlformats-officedocument.spreadsheetml.sheet Size: 14131 bytes Desc: Louisiana Public Health Laboratory 4-2021.xlsx URL: From brandy.malatesta at state.co.us Mon Apr 12 13:51:06 2021 From: brandy.malatesta at state.co.us (Malatesta - DPA, Brandy) Date: Mon, 12 Apr 2021 13:51:06 -0600 Subject: [NCASG] Fwd: Total Comp Methods - Please Respond by 4/15/2021 In-Reply-To: References: <7f357312bfba439ea58b191142071e52@ofm.wa.gov> Message-ID: Original email didn't go through due to attachment size. Report is linked here . *Brandy B. Malatesta, MPA, CCP, SHRM-CP* *Senior Manager, Compensation* P 303.866.5383 | C 303.919.0507 1525 Sherman Street, Denver, CO 80203 brandy.malatesta at state.co.us | dhr.colorado.gov | careers.colorado.gov *Upcoming Time Off: April 16, 2021 (12-5), April 22-23, 2021, May 28, 2021* *DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency* ---------- Forwarded message --------- From: Malatesta - DPA, Brandy Date: Mon, Apr 12, 2021 at 1:48 PM Subject: Re: [NCASG] Total Comp Methods - Please Respond by 4/15/2021 To: Parker, Terri (OFM) Cc: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) < dhr_ncasg_survey_list at admws.idaho.gov> Please see responses from Colorado below: Do you have a total rewards definition? If yes, please provide. Statute defines "total compensation" as including, but not limited to, salary, group benefits plans, retirement benefits, merit pay, incentives, premium pay practices, and leave. Do you have a total rewards compensation philosophy? If yes, please provide. Statute states that "it is the policy of the state to provide prevailing total compensation to officers and employees in the state personnel system to ensure the recruitment, motivation, and retention of a qualified and competent workforce." Do you consider statistics from the "Employer Costs for Employee Compensation" from the Bureau of Labor Statistics? If yes, please describe how that data is used. Not at this time. If you conduct compensation surveys, do you include health care and retirement benefits? Yes. ? If no, do you conduct a separate benefits survey(s)? If you survey health care benefits: - Do you collect health benefit premium rates? Yes. - Do you collect the Affordable Care Act (ACA) actuarial value ?metal? categories (Bronze, Silver, Gold, and Platinum)? If yes, please describe how that data is used. No. - Please describe any other methods used to ascertain the value of health care benefits beyond the employer/employee premium rates. [image: image.png] If you survey retirement benefits: - Do you survey employer contribution amounts for defined benefit and defined contribution plans? Yes. - Do you calculate the value of defined benefit plans? If yes, please describe your methodology. I have attached our FY 2020-21 Annual Compensation Report that discusses the methodology for valuing the DC and DB plan. *Brandy B. Malatesta, MPA, CCP, SHRM-CP* *Senior Manager, Compensation* P 303.866.5383 | C 303.919.0507 1525 Sherman Street, Denver, CO 80203 brandy.malatesta at state.co.us | dhr.colorado.gov | careers.colorado.gov *Upcoming Time Off: April 16, 2021 (12-5), April 22-23, 2021, May 28, 2021* *DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency* On Thu, Apr 1, 2021 at 5:50 PM Parker, Terri (OFM) wrote: > Hi all, > > > > In 2020, Washington implemented a total comp methodology that considered > the employee?s value of health care and retirement benefits as opposed to a > comparison of employer/employee premium costs. An explanation of those > methodologies can be found here > . > As we prepare for the 2022 survey cycle, we?d like to know what other > states are doing. To that end, we would greatly appreciate your response to > the following by *April 15*. Thank you! > > > > Do you have a total rewards definition? If yes, please provide. > > > > Do you have a total rewards compensation philosophy? If yes, please > provide. > > > > Do you consider statistics from the "Employer Costs for Employee > Compensation" from the Bureau of Labor Statistics? If yes, please describe > how that data is used. > > > > If you conduct compensation surveys, do you include health care and > retirement benefits? > > ? If no, do you conduct a separate benefits survey(s)? > > > > If you survey health care benefits: > > - Do you collect health benefit premium rates? > - Do you collect the Affordable Care Act (ACA) actuarial value ?metal? > categories (Bronze, Silver, Gold, and Platinum)? If yes, please describe > how that data is used. > - Please describe any other methods used to ascertain the value of > health care benefits beyond the employer/employee premium rates. > > > > If you survey retirement benefits: > > - Do you survey employer contribution amounts for defined benefit and > defined contribution plans? > - Do you calculate the value of defined benefit plans? If yes, > please describe your methodology. > > > > > > *Terri Parker **(she/her/hers)* > > Compensation Policy & Planning Analyst > > OFM/ State Human Resources > > Cell 360-515-6299 > > terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov > > > > > -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image.png Type: image/png Size: 68992 bytes Desc: not available URL: From Rong.He at oa.mo.gov Thu Apr 15 08:43:06 2021 From: Rong.He at oa.mo.gov (He, Rong) Date: Thu, 15 Apr 2021 14:43:06 +0000 Subject: [NCASG] Missouri Survey- GIS Survey Message-ID: <11be5347722c4415817ac500ec9a338e@oa.mo.gov> Dear NCASG partners, The State of Missouri implemented a new Classification and Compensation Plan in July of 2020. The new classifications and pay ranges have been in use for several months. We are currently reviewing some of our class specifications and pay ranges to ensure we are maintaining marketable compensations, and in response to requests from our State agencies. Currently, we are conducting a review of the class specifications and compensation for our Information Technology Services Division's Geographic Information Systems Section. It would be appreciated if you could please provide your state's job title that best matches the attached Job Specification Document and any other information that might be useful to us. We would appreciate available salary information, typical qualifications required, and a copy of your class specification Attached, please find the Excel datasheet to complete and return to me at your earliest convenience. If you have any matches, please attach or link to your job descriptions as well. We would appreciate your information by Tuesday, May 4. Rong He Research Analyst IV OA/Division of Personnel Truman Building, Room 430 Jefferson City, MO 65102 Phone: (573)751-1648 Rong.He at oa.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... 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Thanks, Adam Adam Reinemann Human Resources Specialist 2 (Classification & Compensation) Department of Civil Service Empire State Plaza, Agency Building 1, Albany, NY 12239 (518) 474-0789 l Adam.Reinemann at cs.ny.gov www.cs.ny.gov From: Janelle Haynsworth Sent: Monday, April 12, 2021 1:37 PM To: dhr_ncasg_survey_list at admws.idaho.gov Cc: Nicole Tucker (Civil Service) ; Ashton Brown (DSCS) Subject: [NCASG] Survey Request - Public Health Laboratory ATTENTION: This email came from an external source. Do not open attachments or click on links from unknown senders or unexpected emails. Good afternoon! Louisiana is seeking classification and salary data on laboratory personnel that perform public health activities. To this end, we have prepared a quick SurveyMonkey questionnaire to get at how your state is organized and paired it with a salary worksheet, as attached. Our PH Lab jobs are included on the second worksheet in the attached workbook for your review. Please provide your job series on the first worksheet and return to me by next Friday, April 23rd. The SurveyMonkey questionnaire will be available until this date as well; you may click the link below to view the questions and provide your response. https://www.surveymonkey.com/r/PH_LAB_2021 We would greatly appreciate your participation and will share the results of this survey with all participants. If you have any questions or if more time is needed, please let me know? Have a wonderful week, Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D732C5.961E1920] [cid:image002.png at 01D732C5.961E1920] [cid:image003.png at 01D732C5.961E1920] [cid:image004.png at 01D732C5.961E1920] [cid:image005.png at 01D732C5.961E1920] [cid:image006.png at 01D732C5.961E1920] ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 2745 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 1947 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 2129 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 1897 bytes Desc: image004.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 2037 bytes Desc: image005.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 2076 bytes Desc: image006.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: NY Response Louisiana Public Health Laboratory 4-2021.xlsx Type: application/vnd.openxmlformats-officedocument.spreadsheetml.sheet Size: 17027 bytes Desc: NY Response Louisiana Public Health Laboratory 4-2021.xlsx URL: From meghan.connor2 at wyo.gov Fri Apr 16 13:50:00 2021 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Fri, 16 Apr 2021 13:50:00 -0600 Subject: [NCASG] Survey Request - Public Health Laboratory In-Reply-To: References: Message-ID: Janelle, Please find attached Wyoming's response. Have a fabulous weekend! Meghan On Mon, Apr 12, 2021 at 11:36 AM Janelle Haynsworth < Janelle.Haynsworth at la.gov> wrote: > Good afternoon! > > > > Louisiana is seeking classification and salary data on laboratory > personnel that perform public health activities. To this end, we have > prepared a quick SurveyMonkey questionnaire to get at how your state is > organized and paired it with a salary worksheet, as attached. Our PH Lab > jobs are included on the second worksheet in the attached workbook for your > review. Please provide your job series on the first worksheet and return to > me by next *Friday, April 23rd*. The SurveyMonkey questionnaire will be > available until this date as well; you may click the link below to view the > questions and provide your response. > > > > https://www.surveymonkey.com/r/PH_LAB_2021 > > > > We would greatly appreciate your participation and will share the results > of this survey with all participants. If you have any questions or if more > time is needed, please let me know? > > > > Have a wonderful week, > > > > Janelle Haynsworth, CCP > > Compensation Program Manager > > Louisiana State Civil Service > > 225.342.8266 > > janelle.haynsworth at la.gov > > [image: cid:image001.png at 01D3C5B9.95C56680] > [image: > cid:image002.png at 01D3C5B9.95C56680] > [image: > cid:image003.png at 01D3C5B9.95C56680] [image: > cid:image004.png at 01D3C5B9.95C56680] > [image: > cid:image005.png at 01D3C5B9.95C56680] > [image: > cid:image006.png at 01D3C5B9.95C56680] > > > > > > ------------------------------ > The information contained in this transmission may contain confidential > information. It is intended only for the use of the person(s) named above. > If you are not the intended recipient, you are hereby notified that any > review, dissemination, distribution or duplication of this communication is > strictly prohibited. If you are not the intended recipient, please contact > the sender by reply e-mail and destroy all copies of the original message. > -- Meghan Connor Compensation Coordinator Department of Administration and Information IDELMAN MANSION 2323 Carey Avenue Cheyenne, WY 82002 -- E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 2745 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 1947 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... 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Name: Louisiana Public Health Laboratory 4-2021.xlsx Type: application/vnd.openxmlformats-officedocument.spreadsheetml.sheet Size: 16035 bytes Desc: not available URL: From Darby.Forrester at personnel.alabama.gov Fri Apr 16 15:05:21 2021 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Fri, 16 Apr 2021 21:05:21 +0000 Subject: [NCASG] Survey Request - Public Health Laboratory In-Reply-To: References: Message-ID: Hey Janelle - Alabama's PH lab matches attached. SurveyMonkey will be completed next week when I hear back from PH on a couple of the questions. Let me know if you need anything else Darby From: Janelle Haynsworth Sent: Monday, April 12, 2021 12:37 PM To: dhr_ncasg_survey_list at admws.idaho.gov Cc: Nicole Tucker (Civil Service) ; Ashton Brown (DSCS) Subject: [NCASG] Survey Request - Public Health Laboratory Good afternoon! Louisiana is seeking classification and salary data on laboratory personnel that perform public health activities. To this end, we have prepared a quick SurveyMonkey questionnaire to get at how your state is organized and paired it with a salary worksheet, as attached. Our PH Lab jobs are included on the second worksheet in the attached workbook for your review. Please provide your job series on the first worksheet and return to me by next Friday, April 23rd. The SurveyMonkey questionnaire will be available until this date as well; you may click the link below to view the questions and provide your response. https://www.surveymonkey.com/r/PH_LAB_2021 We would greatly appreciate your participation and will share the results of this survey with all participants. If you have any questions or if more time is needed, please let me know? Have a wonderful week, Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D732DA.4E262120] [cid:image002.png at 01D732DA.4E262120] [cid:image003.png at 01D732DA.4E262120] [cid:image004.png at 01D732DA.4E262120] [cid:image005.png at 01D732DA.4E262120] [cid:image006.png at 01D732DA.4E262120] ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... 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Name: 20753.doc Type: application/msword Size: 29696 bytes Desc: 20753.doc URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: 20754.doc Type: application/msword Size: 27648 bytes Desc: 20754.doc URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: 20755.doc Type: application/msword Size: 27136 bytes Desc: 20755.doc URL: From mckenna.bush at state.ma.us Thu Apr 22 09:29:52 2021 From: mckenna.bush at state.ma.us (Bush, McKenna (HRD)) Date: Thu, 22 Apr 2021 15:29:52 +0000 Subject: [NCASG] Aeronautics Positions: Market & Compensation Info Request Message-ID: Hello all, Massachusetts is seeking compensation / market data for aeronautics positions from other states. Any position and/or salary information you can share about both management and non-management* positions (aeronautics inspectors, environmental analysts, aviation planners, etc.) would be very helpful! Responses by May 5th are greatly appreciated. *In Massachusetts, "Management positions" are non-bargaining unit positions and "Non-Management positions" are bargaining-unit positions. Thanks in advance! McKenna Bush Sr. Classification & Compensation Analyst The Commonwealth of Massachusetts, Human Resources Division 100 Cambridge Street, Suite 600, Boston, MA 02114 Phone: 617-878-9750 -------------- next part -------------- An HTML attachment was scrubbed... URL: From Darby.Forrester at personnel.alabama.gov Thu Apr 22 09:57:08 2021 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Thu, 22 Apr 2021 15:57:08 +0000 Subject: [NCASG] Aeronautics Positions: Market & Compensation Info Request In-Reply-To: References: Message-ID: McKenna - attached are the specs for aeronautic classes in Alabama. We don't have unions in Alabama (Union Free Way to Be!) Salary ranges are below: Specialist - 43,346.40 - $65,695.20 Manger - $55,327.20 - $84,350.40 Assistant Adm - $78,247.00 - $119,220.00 Adm - $84,350.40 - $128,416.80 Let me know if you need anything else Darby From: Bush, McKenna (HRD) Sent: Thursday, April 22, 2021 10:30 AM To: 'dhr_ncasg_survey_list at admws.idaho.gov' Subject: [NCASG] Aeronautics Positions: Market & Compensation Info Request Hello all, Massachusetts is seeking compensation / market data for aeronautics positions from other states. Any position and/or salary information you can share about both management and non-management* positions (aeronautics inspectors, environmental analysts, aviation planners, etc.) would be very helpful! Responses by May 5th are greatly appreciated. *In Massachusetts, "Management positions" are non-bargaining unit positions and "Non-Management positions" are bargaining-unit positions. Thanks in advance! McKenna Bush Sr. Classification & Compensation Analyst The Commonwealth of Massachusetts, Human Resources Division 100 Cambridge Street, Suite 600, Boston, MA 02114 Phone: 617-878-9750 -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: 90348.DOC Type: application/msword Size: 27648 bytes Desc: 90348.DOC URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: 90350.doc Type: application/msword Size: 29184 bytes Desc: 90350.doc URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: 90351.doc Type: application/msword Size: 27648 bytes Desc: 90351.doc URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: 90352.doc Type: application/msword Size: 28672 bytes Desc: 90352.doc URL: From Adam.Reinemann at cs.ny.gov Thu Apr 22 11:05:12 2021 From: Adam.Reinemann at cs.ny.gov (Reinemann, Adam J (CS)) Date: Thu, 22 Apr 2021 17:05:12 +0000 Subject: [NCASG] Missouri Survey- GIS Survey In-Reply-To: <11be5347722c4415817ac500ec9a338e@oa.mo.gov> References: <11be5347722c4415817ac500ec9a338e@oa.mo.gov> Message-ID: Hi Rong, New York does not use a specific GIS title series within our Office of Information Technology Services, GIS Unit. We use our generic Information Technology Specialist and Manager Information Technology Services 1 titles, and look for candidates that have specific GIS and spatial intelligence experience. Since the ITS and MITS titles are used for a variety of functions at ITS (not just the GIS Unit), we did not include number of incumbents, or incumbent-specific salary information on the attached as it would not be representative of the GIS Unit. However, we did provide you with the salary ranges for each title that is used in the unit. Thanks, Adam Adam Reinemann Human Resources Specialist 2 (Classification & Compensation) Department of Civil Service Empire State Plaza, Agency Building 1, Albany, NY 12239 (518) 474-0789 l Adam.Reinemann at cs.ny.gov www.cs.ny.gov From: He, Rong Sent: Thursday, April 15, 2021 10:43 AM To: 'dhr_ncasg_survey_list at admws.idaho.gov' Cc: Bell, Brenda ; Kleffner, Shayla Subject: [NCASG] Missouri Survey- GIS Survey Importance: High ATTENTION: This email came from an external source. Do not open attachments or click on links from unknown senders or unexpected emails. Dear NCASG partners, The State of Missouri implemented a new Classification and Compensation Plan in July of 2020. The new classifications and pay ranges have been in use for several months. We are currently reviewing some of our class specifications and pay ranges to ensure we are maintaining marketable compensations, and in response to requests from our State agencies. Currently, we are conducting a review of the class specifications and compensation for our Information Technology Services Division's Geographic Information Systems Section. It would be appreciated if you could please provide your state's job title that best matches the attached Job Specification Document and any other information that might be useful to us. We would appreciate available salary information, typical qualifications required, and a copy of your class specification Attached, please find the Excel datasheet to complete and return to me at your earliest convenience. If you have any matches, please attach or link to your job descriptions as well. We would appreciate your information by Tuesday, May 4. Rong He Research Analyst IV OA/Division of Personnel Truman Building, Room 430 Jefferson City, MO 65102 Phone: (573)751-1648 Rong.He at oa.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: NY Response - Missouri GIS Information.xlsx Type: application/vnd.openxmlformats-officedocument.spreadsheetml.sheet Size: 11816 bytes Desc: NY Response - Missouri GIS Information.xlsx URL: From joe.marro at nc.gov Fri Apr 23 10:21:36 2021 From: joe.marro at nc.gov (Marro, Joe) Date: Fri, 23 Apr 2021 16:21:36 +0000 Subject: [NCASG] [External] Aeronautics Positions: Market & Compensation Info Request In-Reply-To: References: Message-ID: Good afternoon, McKenna. Attached are descriptions related to aviation here in North Carolina. These descriptions are posted here on our site: https://oshr.nc.gov/state-employee-resources/classification-compensation/classification/classification-specs Pay ranges are posted here on our site: https://oshr.nc.gov/salary-schedule-gn From: Bush, McKenna (HRD) Sent: Thursday, April 22, 2021 11:30 AM To: 'dhr_ncasg_survey_list at admws.idaho.gov' Subject: [External] [NCASG] Aeronautics Positions: Market & Compensation Info Request CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to Report Spam. Hello all, Massachusetts is seeking compensation / market data for aeronautics positions from other states. Any position and/or salary information you can share about both management and non-management* positions (aeronautics inspectors, environmental analysts, aviation planners, etc.) would be very helpful! Responses by May 5th are greatly appreciated. *In Massachusetts, "Management positions" are non-bargaining unit positions and "Non-Management positions" are bargaining-unit positions. Thanks in advance! McKenna Bush Sr. Classification & Compensation Analyst The Commonwealth of Massachusetts, Human Resources Division 100 Cambridge Street, Suite 600, Boston, MA 02114 Phone: 617-878-9750 ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Aviation-Safety-Specialist.pdf Type: application/pdf Size: 92343 bytes Desc: Aviation-Safety-Specialist.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... 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Name: Pilot.pdf Type: application/pdf Size: 224229 bytes Desc: Pilot.pdf URL: From meghan.connor2 at wyo.gov Fri Apr 23 12:16:08 2021 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Fri, 23 Apr 2021 12:16:08 -0600 Subject: [NCASG] Aeronautics Positions: Market & Compensation Info Request In-Reply-To: References: Message-ID: McKenna, In Wyoming our Aeronautics classification information can be found: https://www.governmentjobs.com/careers/wyoming/classspecs?keywords=tdae and our Pilot information can be found: https://www.governmentjobs.com/careers/wyoming/classspecs?keywords=tnpi Pay information is listed on the class spec description and also on our pay table which can be found: https://drive.google.com/file/d/1pD18SB5vQL9QfKcGf5-BkfRFJKgZxyeq/view Have a wonderful weekend! Meghan On Thu, Apr 22, 2021 at 9:30 AM Bush, McKenna (HRD) < mckenna.bush at state.ma.us> wrote: > Hello all, > > > > Massachusetts is seeking compensation / market data for *aeronautics* > *positions* from other states. Any position and/or salary information you > can share about both management and non-management* positions (aeronautics > inspectors, environmental analysts, aviation planners, etc.) would be very > helpful! Responses by *May 5th* are greatly appreciated. > > > > *In Massachusetts, ?Management positions? are non-bargaining unit > positions and ?Non-Management positions? are bargaining-unit positions. > > > > Thanks in advance! > > > > *McKenna Bush* > > Sr. Classification & Compensation Analyst > > *The Commonwealth of Massachusetts, *Human Resources Division > 100 Cambridge Street, Suite 600, Boston, MA 02114 > > Phone: 617-878-9750 > > > -- Meghan Connor Compensation Coordinator Department of Administration and Information IDELMAN MANSION 2323 Carey Avenue Cheyenne, WY 82002 -- E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. -------------- next part -------------- An HTML attachment was scrubbed... URL: From amy.f.hayes at wv.gov Mon Apr 26 06:57:13 2021 From: amy.f.hayes at wv.gov (Hayes, Amy F) Date: Mon, 26 Apr 2021 08:57:13 -0400 Subject: [NCASG] [EXTERNAL] Aeronautics Positions: Market & Compensation Info Request In-Reply-To: References: Message-ID: Good morning, The State of West Virginia has the following class specifications in Aeronautics/Aviation. The class specifications are attached as well, with more information including descriptions of the Nature of Work, salary information, and whether or not they are management positions. Director of Aviation (9866) Aviation Supervisor (9860) Aviation Services Manager (9865) Aviation Pilot (9855) Aircraft Mechanic 1 (9847) Aircraft Mechanic 2 (9848) Aircraft Mechanic 3 (9849) Aircraft Chief Mechanic (9850) *Amy F. Hayes, M.A.* Human Resources Specialist 1 Classification and Compensation WV Division of Personnel *Phone*: 304.414.0820 *Address*: WV State Capitol Complex, Building 3, Suite 500 1900 Kanawha Boulevard, East Charleston, WV 25305 *Email: **amy.f.hayes at wv.gov * *Website*: www.personnel.wv.gov >>> >>> >>> ---------- Forwarded message --------- >>> From: Bush, McKenna (HRD) >>> Date: Thu, Apr 22, 2021 at 11:30 AM >>> Subject: [EXTERNAL] [NCASG] Aeronautics Positions: Market & Compensation >>> Info Request >>> To: dhr_ncasg_survey_list at admws.idaho.gov < >>> dhr_ncasg_survey_list at admws.idaho.gov> >>> >>> >>> Hello all, >>> >>> >>> >>> Massachusetts is seeking compensation / market data for *aeronautics* >>> *positions* from other states. Any position and/or salary information >>> you can share about both management and non-management* positions (aeronautics >>> inspectors, environmental analysts, aviation planners, etc.) would be very >>> helpful! Responses by *May 5th* are greatly appreciated. >>> >>> >>> >>> *In Massachusetts, ?Management positions? are non-bargaining unit >>> positions and ?Non-Management positions? are bargaining-unit positions. >>> >>> >>> >>> Thanks in advance! >>> >>> >>> >>> *McKenna Bush* >>> >>> Sr. Classification & Compensation Analyst >>> >>> *The Commonwealth of Massachusetts, *Human Resources Division >>> 100 Cambridge Street, Suite 600, Boston, MA 02114 >>> >>> Phone: 617-878-9750 >>> >>> >>> >> -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: 9866.pdf Type: application/pdf Size: 34501 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: 9860.pdf Type: application/pdf Size: 168435 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... 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Name: 9850.pdf Type: application/pdf Size: 34381 bytes Desc: not available URL: From Adam.Reinemann at cs.ny.gov Mon Apr 26 09:12:11 2021 From: Adam.Reinemann at cs.ny.gov (Reinemann, Adam J (CS)) Date: Mon, 26 Apr 2021 15:12:11 +0000 Subject: [NCASG] NCASG - New York Marijuana Inquiry Message-ID: Hello NCASG Colleagues, New York legalized adult-use cannabis in April 2021. We are in the process of setting up a new Office of Cannabis Management to oversee administration of the program. New York is looking for general information, as well as job classes that your state uses to administer its marijuana and/or hemp programs. For states that operate adult-use marijuana, medical marijuana, and/or cannabinoid or industrial hemp programs, we would appreciate your responses on the linked 10 question Microsoft Forms survey. Survey responses will be shared with all participating states! https://forms.office.com/Pages/ResponsePage.aspx?id=6rhs9AB5EE2M64Dowcge5zP11YNHo6hBqsYbEtBUxFpUNVdQTVkwUUk1MVkyWTVGU1hETzBZTUo3RS4u If you run into issues with the above survey link, and would like to participate, please let me know and I will send you the questions in an alternative format. We would appreciate your responses by Friday, May 7th. Thank you! Adam Reinemann Human Resources Specialist 2 (Classification & Compensation) Department of Civil Service Empire State Plaza, Agency Building 1, Albany, NY 12239 (518) 474-0789 l Adam.Reinemann at cs.ny.gov www.cs.ny.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: From joe.marro at nc.gov Mon Apr 26 09:43:12 2021 From: joe.marro at nc.gov (Marro, Joe) Date: Mon, 26 Apr 2021 15:43:12 +0000 Subject: [NCASG] [External] NCASG - New York Marijuana Inquiry In-Reply-To: References: Message-ID: Good morning, Adam. To the best of my knowledge, North Carolina has not legalized marijuana for recreational or medical use. However, we would be interested in seeing the survey responses since political environments and legislation can change quickly as we all know. Thank you. From: Reinemann, Adam J (CS) Sent: Monday, April 26, 2021 11:12 AM To: 'dhr_ncasg_survey_list at admws.idaho.gov' Subject: [External] [NCASG] NCASG - New York Marijuana Inquiry CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to Report Spam. Hello NCASG Colleagues, New York legalized adult-use cannabis in April 2021. We are in the process of setting up a new Office of Cannabis Management to oversee administration of the program. New York is looking for general information, as well as job classes that your state uses to administer its marijuana and/or hemp programs. For states that operate adult-use marijuana, medical marijuana, and/or cannabinoid or industrial hemp programs, we would appreciate your responses on the linked 10 question Microsoft Forms survey. Survey responses will be shared with all participating states! https://forms.office.com/Pages/ResponsePage.aspx?id=6rhs9AB5EE2M64Dowcge5zP11YNHo6hBqsYbEtBUxFpUNVdQTVkwUUk1MVkyWTVGU1hETzBZTUo3RS4u If you run into issues with the above survey link, and would like to participate, please let me know and I will send you the questions in an alternative format. We would appreciate your responses by Friday, May 7th. Thank you! Adam Reinemann Human Resources Specialist 2 (Classification & Compensation) Department of Civil Service Empire State Plaza, Agency Building 1, Albany, NY 12239 (518) 474-0789 l Adam.Reinemann at cs.ny.gov www.cs.ny.gov ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: From Christian.Temes at tn.gov Wed Apr 28 15:28:50 2021 From: Christian.Temes at tn.gov (Christian Temes) Date: Wed, 28 Apr 2021 21:28:50 +0000 Subject: [NCASG] Document Solutions Classifications Message-ID: Good Afternoon Everyone, I've gotten a request from our Department of General Services to find comparable classes to the ones they have in Document Solutions. I've pulled out the working level for each of the classifications we are looking for in the table below, descriptions are in the attached Word document. If you could, we would love to know what jobs you might have that match up to these titles and what the pay range and average salaries are for those classes. [cid:image005.png at 01D73C4B.910AB210] If you have any questions, please let me know. We appreciate all of the help you guys have given us lately, [cid:image001.png at 01D73C4A.C6AB71D0] Kodi Temes - HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr [cid:image002.jpg at 01D73C4A.C6AB71D0] -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7380 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.jpg Type: image/jpeg Size: 8275 bytes Desc: image002.jpg URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 18068 bytes Desc: image005.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: DGS Class Specs.docx Type: application/vnd.openxmlformats-officedocument.wordprocessingml.document Size: 14235 bytes Desc: DGS Class Specs.docx URL: From Jennifer.Boswell at dms.fl.gov Thu Apr 29 07:44:29 2021 From: Jennifer.Boswell at dms.fl.gov (Boswell, Jennifer) Date: Thu, 29 Apr 2021 13:44:29 +0000 Subject: [NCASG] Minimum Wage Increase and Salary Compression Message-ID: Good morning colleagues, The state of Florida is in need of your assistance. In November's general election, our voters approved a constitutional amendment raising the state's minimum wage from $8.65 per hour (effective January 1, 2021) to $10.00 per hour effective September 30, 2021; and raising it an additional $1.00 per hour every September 30th until it reaches $15.00 per hour. Earlier this week, a legislative proposal was released including a minimum wage increase to $13.00 per hour on July 1, 2021, and tasks each agency with developing a plan to address salary compression as a result of implementing the increase. Any guidance you can provide, including links and or documents, in reference to the following questions would be greatly appreciated. 1. Does your state have a compensation philosophy? If yes, please share. 2. Does your state have any type of plan or guidance related to salary determination? If yes, please share. 3. Does your state have any type of plan or guidance to address salary compression? If yes, please share. 4. Does your state modify its pay range minimum and maximum amounts annually? If so, how are the amounts determined? 5. What type of classification system does your state utilize (i.e., class-based, broadband, etc.)? How long has it been in effect? 6. What types of benefits and/or challenges do you experience with your current classification system? Is there a system you have used previously that you prefer? 7. Has your state recently undergone a classification and/or compensation study? If so, what were the key take-aways, and who completed the study? 8. What vendors have you utilized for assistance regarding statewide classification and compensation, if any? Thank you all for your assistance, Jennifer Boswell | Division of State Human Resource Management 850.488.2445 (office) Florida Department of Management Services We Serve Those Who Serve Florida [cid:image006.png at 01D73CDC.3E36A800].[cid:image003.png at 01D73CDC.038DB810].[cid:image004.png at 01D73CDC.038DB810].[cid:image005.png at 01D73CDC.038DB810] -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 2108 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 1877 bytes Desc: image004.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 2004 bytes Desc: image005.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 4746 bytes Desc: image006.png URL: From Janelle.Haynsworth at LA.GOV Thu Apr 29 12:31:05 2021 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Thu, 29 Apr 2021 18:31:05 +0000 Subject: [NCASG] Minimum Wage Increase and Salary Compression In-Reply-To: References: Message-ID: <8228f7bea71d427aaf9d9a110e036ca5@LA.GOV> Hi Jennifer, Please see the answers from Louisiana as follows. Would you be able to share your results with me please? Let me know if I can assist with any further questions. Thanks! 1. Does your state have a compensation philosophy? If yes, please share. Yes, as follows: It is the policy of the State to maintain labor market competitiveness within the boundaries of financial feasibility. The state is committed to attracting and retaining a diverse workforce of high performing employees with the competencies, knowledge, skills, abilities and dedication needed to consistently provide state services. 1. Does your state have any type of plan or guidance related to salary determination? If yes, please share. We have pay rules in Chapter 6 and a Compensation Administration Guide that explains the rules as provided in Chapter 6. 1. Does your state have any type of plan or guidance to address salary compression? If yes, please share. Addressing salary compression is optional and at the appointing authority's discretion. For more info, see SCS Rule 6.16.2 and its reference in the Compensation Administration Guide. 1. Does your state modify its pay range minimum and maximum amounts annually? If so, how are the amounts determined? We are required to make a recommendation every year in accordance with SCS Rule 6.2(b); however, a recommendation may include not adjusting the structure. Amounts are determined based on external salary data and available funds to bring employees up to the new minimums. 1. What type of classification system does your state utilize (i.e., class-based, broadband, etc.)? How long has it been in effect? We use a classification system for internal equity combined with market data for external competitiveness. The system in its current form has been used since 2012. 1. What types of benefits and/or challenges do you experience with your current classification system? Is there a system you have used previously that you prefer? Benefits of the current system is that we can customize classifications as needed to fit agency needs relative to organizational structure, min quals, etc. Challenges are that it is more difficult and time consuming to benchmark agency-specific jobs in salary sources and make comparisons for internal equity across different job series. 1. Has your state recently undergone a classification and/or compensation study? If so, what were the key take-aways, and who completed the study? Yes, we did a compensation redesign that was implemented 7/1/18. SCS staff did the majority of the work, with an outside consultant giving some advice early in the process. The overall objective was to place the classified system in a position to attract skilled and qualified job candidates with a competitive entry salary, and to provide a means to train and grow an employee's competencies while providing tiered increases aimed at moving the employee to a market value within a time frame conducive to retaining employees in a fiscally responsible manner. Main takeaways were as follows: * a 2% general increase was granted to all classified employees on January 1, 2018 * the State's (6) occupational based classified pay schedules were realigned with the relevant market * the static 4% annual performance adjustments were replaced with tiered market based adjustments of 4%, 3% or 2% depending on the employee's position in range 1. What vendors have you utilized for assistance regarding statewide classification and compensation, if any? We have used Neville Kenning on occasion. Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D3C5B9.95C56680] [cid:image002.png at 01D3C5B9.95C56680] [cid:image003.png at 01D3C5B9.95C56680] [cid:image004.png at 01D3C5B9.95C56680] [cid:image005.png at 01D3C5B9.95C56680] [cid:image006.png at 01D3C5B9.95C56680] From: Boswell, Jennifer Sent: Thursday, April 29, 2021 8:44 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Minimum Wage Increase and Salary Compression EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Good morning colleagues, The state of Florida is in need of your assistance. In November's general election, our voters approved a constitutional amendment raising the state's minimum wage from $8.65 per hour (effective January 1, 2021) to $10.00 per hour effective September 30, 2021; and raising it an additional $1.00 per hour every September 30th until it reaches $15.00 per hour. Earlier this week, a legislative proposal was released including a minimum wage increase to $13.00 per hour on July 1, 2021, and tasks each agency with developing a plan to address salary compression as a result of implementing the increase. Any guidance you can provide, including links and or documents, in reference to the following questions would be greatly appreciated. 1. Does your state have a compensation philosophy? If yes, please share. 2. Does your state have any type of plan or guidance related to salary determination? If yes, please share. 3. Does your state have any type of plan or guidance to address salary compression? If yes, please share. 4. Does your state modify its pay range minimum and maximum amounts annually? If so, how are the amounts determined? 5. What type of classification system does your state utilize (i.e., class-based, broadband, etc.)? How long has it been in effect? 6. What types of benefits and/or challenges do you experience with your current classification system? Is there a system you have used previously that you prefer? 7. Has your state recently undergone a classification and/or compensation study? If so, what were the key take-aways, and who completed the study? 8. What vendors have you utilized for assistance regarding statewide classification and compensation, if any? Thank you all for your assistance, Jennifer Boswell | Division of State Human Resource Management 850.488.2445 (office) Florida Department of Management Services We Serve Those Who Serve Florida [cid:image006.png at 01D73CFB.E174B920].[cid:image007.png at 01D73CF8.A3E04960].[cid:image008.png at 01D73CF8.A3E04960].[cid:image009.png at 01D73CF8.A3E04960] ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... 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