From Adam.Reinemann at cs.ny.gov Mon May 3 08:01:10 2021 From: Adam.Reinemann at cs.ny.gov (Reinemann, Adam J (CS)) Date: Mon, 3 May 2021 14:01:10 +0000 Subject: [NCASG] Minimum Wage Increase and Salary Compression In-Reply-To: References: Message-ID: Hi Jennifer, Please see below for New York's responses to your questions. 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: Boswell, Jennifer > Sent: Thursday, April 29, 2021 9:44 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Minimum Wage Increase and Salary Compression ATTENTION: This email came from an external source. Do not open attachments or click on links from unknown senders or unexpected emails. 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. Generally speaking, New York's compensation philosophy centers around the idea of "equal pay for equal work." The policy supporting this idea is found in Section 115 of New York's Civil Service Law. Equal pay for equal work is in reference to positions and classes within the classified service (most of the state workforce) of New York State government, not necessarily in relation to private sector jobs, although we do have some mechanisms to address compensation issues based on external comparisons. 1. Does your state have any type of plan or guidance related to salary determination? If yes, please share. New York's state workforce is primarily unionized, and each title is assigned a grade which dictates salary. Most employees are paid based on salary schedules that are established via collective bargaining. Salary schedules are statutory in New York. Employees generally start at "Hiring Rate" for the grade of their position, have six or seven steps for each year of service, and at year six or seven, reach "Job Rate." We have one mechanism that allows a candidate to receive a salary at an advanced step upon their initial hire, based on experience substantially exceeding minimum qualifications. This is known as an Increased Minimum, and is typically applied only to classes where there are recruitment difficulties, such as clinical titles. Salary Schedules: https://www.cs.ny.gov/businesssuite/Compensation/Salary-Schedules/ Increased Minimum Policy: https://www.cs.ny.gov/ssd/Manuals/SPMM/0800PositClassComp/0870f_appointments_above_min_salary.htm New York's salary schedules are statutory, but we also have positions that are coded as Non-Statutory (NS). NS positions are typically at-will positions (executive management or politically sensitive jobs), and do not follow a statutory salary schedule. We do not issue formal salary guidance for these positions. Agencies can request whatever rate that they can get approved through our state budget division, although recently, NS position salaries have been equated to those of graded positions at comparable levels of responsibility. 1. Does your state have any type of plan or guidance to address salary compression? If yes, please share. We have one mechanism used in very specific circumstances for non-union employees. See https://www.cs.ny.gov/ssd/Manuals/SPMM/0800PositClassComp/0870e_occupational_pay_differentials.htm. 1. Does your state modify its pay range minimum and maximum amounts annually? If so, how are the amounts determined? Generally, minimum and maximum amounts increase by 2% per year, unless increases are withheld due to budget issues. 1. What type of classification system does your state utilize (i.e., class-based, broadband, etc.)? How long has it been in effect? Class-based system since 1949. We explored options for a broadband system in the last five years, but we do not have the appropriate legal framework to implement such a system at this point. 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: System stability. Salaries and promotion opportunities are predictable for employees. Limited individual salary determinations are performed for most classified service jobs, saving HR time. Relatively simple to perform cross-class comparisons to set up new positions at agencies. Challenges: Limited pay flexibility for most positions. Adjusting the allocation (grade) of large or interdepartmental classes is a major undertaking involving multiple State control agencies (Budget, Office of the State Comptroller, Civil Service). System is slow to adjust to market issues impacting the private sector which creates recruitment issues. Difficulty explaining system mechanisms to new hires who have familiarity with the private sector. Outside of the salary step system, there is no way to reward employees on a monetary basis for good work. 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? We are currently performing a pay equity study with the Center for Women and Government and Civil Society (CWGCS) at the University at Albany. See attached memo for background. We have collected the survey data, and analysis is ongoing. CWGCS and our division (Classification & Compensation - Civil Service) are working jointly on this study. We last conducted a study of this nature from 1982-1985. 1. What vendors have you utilized for assistance regarding statewide classification and compensation, if any? N/A. All classification work is done in-house at the moment. We do not use consultants. We have about 150,000 positions that 15 staff are responsible for managing. 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:image002.png at 01D74003.3C6524A0].[cid:image003.png at 01D73D05.C3629E70].[cid:image004.png at 01D73D05.C3629E70].[cid:image005.png at 01D73D05.C3629E70] -------------- 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... 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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: He, Rong Sent: Thursday, April 15, 2021 9:43 AM To: 'dhr_ncasg_survey_list at admws.idaho.gov' Cc: Bell, Brenda ; Kleffner, Shayla Subject: [NCASG] Missouri Survey- GIS Survey Importance: High EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. 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 ________________________________ 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: Missouri GIS Job Series LA Response.xlsx Type: application/vnd.openxmlformats-officedocument.spreadsheetml.sheet Size: 11000 bytes Desc: Missouri GIS Job Series LA Response.xlsx URL: From Adam.Reinemann at cs.ny.gov Tue May 4 09:01:47 2021 From: Adam.Reinemann at cs.ny.gov (Reinemann, Adam J (CS)) Date: Tue, 4 May 2021 15:01:47 +0000 Subject: [NCASG] NCASG - New York Marijuana Inquiry In-Reply-To: References: Message-ID: Hi All, Just a friendly reminder that New York is looking for information for your state's marijuana program(s) by this Friday, May 7th. Thanks to the states that have responded so far. We appreciate your participation! 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: Reinemann, Adam J (CS) Sent: Monday, April 26, 2021 11:12 AM To: 'dhr_ncasg_survey_list at admws.idaho.gov' Subject: NCASG - New York Marijuana Inquiry 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 brandy.malatesta at state.co.us Mon May 10 09:23:16 2021 From: brandy.malatesta at state.co.us (Malatesta - DPA, Brandy) Date: Mon, 10 May 2021 09:23:16 -0600 Subject: [NCASG] Minimum Wage Increase and Salary Compression In-Reply-To: References: Message-ID: Good Morning! I apologize for the delay. Please see responses from Colorado below. 1. Does your state have a compensation philosophy? If yes, please share. The State of Colorado's compensation philosophy is defined in C.R.S. 24-50-104 and requires the State to provide prevailing total compensation to ensure that the State is able to recruit, reward and retain a qualified workforce. 1. Does your state have any type of plan or guidance related to salary determination? If yes, please share. Current rule suggests hiring at the minimum unless difficulty to fill is proven. We are currently working on standardized tools due to equal pay for equal work. 2. Does your state have any type of plan or guidance to address salary compression? If yes, please share. Current rule defines compression as when longer-term or more experienced employees are paid lower in the range for the class than new hires or less experienced employees over a period of time resulting in documented retention difficulties. 3. Does your state modify its pay range minimum and maximum amounts annually? If so, how are the amounts determined? On average yes. This increase is decided by the legislative joint budget increase and is typically 2% to align with World at Work salary range projection increases. 4. What type of classification system does your state utilize (i.e., class-based, broadband, etc.)? How long has it been in effect? Class-based with a few of the classes being broad banded meaning that we have a Therapist that is OT, PT, Speech/Language combined. A long time - sorry I don't know specifically. 5. 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? Challenges are market pricing due to the example above. We have classifications that have so many different functions in one. 6. Has your state recently undergone a classification and/or compensation study? If so, what were the key take-aways, and who completed the study? We undergo compensation studies every year. Linking here to the website. They are conducted by a 3rd party vendor. We are currently using Mercer and have used Gallagher in the past. 7. What vendors have you utilized for assistance regarding statewide classification and compensation, if any? Mercer and Gallagher *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: May 28, 2021, June 10-11, 2021* *DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency* On Thu, Apr 29, 2021 at 8:43 AM Boswell, Jennifer < Jennifer.Boswell at dms.fl.gov> wrote: > 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* > > > > > > . > > . > > . > > > > -------------- 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: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 1877 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 2004 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 4746 bytes Desc: not available URL: From dori.b.sunderland at wv.gov Wed May 12 11:06:41 2021 From: dori.b.sunderland at wv.gov (Sunderland, Dori B) Date: Wed, 12 May 2021 13:06:41 -0400 Subject: [NCASG] State of WV - Definitions Survey Message-ID: Good afternoon, The State of West Virginia, Division of Personnel are reviewing definitions that we use in our class specifications. We would love to know if your states have definitions for the following terms: - Complex/complexity - Advanced level work *Please respond by the end of the day on Monday, May 17th. * Any information is appreciated! Thanks, *Dori B. Sunderland, M.S.* Human Resources Manager Classification and Compensation WV Division of Personnel *Phone*: 304.414.0854 *Address*: WV State Capitol Complex, Building 3, Suite 500 1900 Kanawha Boulevard East Charleston, WV 25305 *Website*: www.personnel.wv.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: From joe.marro at nc.gov Wed May 12 13:07:34 2021 From: joe.marro at nc.gov (Marro, Joe) Date: Wed, 12 May 2021 19:07:34 +0000 Subject: [NCASG] [External] State of WV - Definitions Survey In-Reply-To: References: Message-ID: Good afternoon, Dori. You are not alone. We too would be interested in learning how those terms are applied in other states. I would add one more term to your list that we often hear: * Unique Attached are draft documents we?ve been working on to further define terms and distinguish levels for job evaluation purposes. Some of the definitions of career levels that begin on page 10 of the draft Job Description Form may be of interest to you. Thanks. -Joe From: Sunderland, Dori B Sent: Wednesday, May 12, 2021 1:07 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] State of WV - Definitions Survey CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to Report Spam. Good afternoon, The State of West Virginia, Division of Personnel are reviewing definitions that we use in our class specifications. We would love to know if your states have definitions for the following terms: * Complex/complexity * Advanced level work Please respond by the end of the day on Monday, May 17th. Any information is appreciated! Thanks, Dori B. Sunderland, M.S. Human Resources Manager Classification and Compensation WV Division of Personnel Phone: 304.414.0854 Address: WV State Capitol Complex, Building 3, Suite 500 1900 Kanawha Boulevard East Charleston, WV 25305 Website: www.personnel.wv.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: Standard Classification Vocabulary. Working Doc v2_4272020.doc Type: application/msword Size: 59904 bytes Desc: Standard Classification Vocabulary. Working Doc v2_4272020.doc URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: State of NC Official Job Des Form_2020.docx Type: application/vnd.openxmlformats-officedocument.wordprocessingml.document Size: 947637 bytes Desc: State of NC Official Job Des Form_2020.docx URL: From brandy.malatesta at state.co.us Wed May 12 13:28:12 2021 From: brandy.malatesta at state.co.us (Malatesta - DPA, Brandy) Date: Wed, 12 May 2021 13:28:12 -0600 Subject: [NCASG] State of WV - Definitions Survey In-Reply-To: References: Message-ID: Good Afternoon! Complexity is one of the three factors Colorado uses to allocate. Attached is the guide that breaks "complexity" down. Please let me know if you have any questions. Thanks! *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: May 28, 2021, June 10-11, 2021* *DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency* On Wed, May 12, 2021 at 12:49 PM Sunderland, Dori B < dori.b.sunderland at wv.gov> wrote: > Good afternoon, > > The State of West Virginia, Division of Personnel are reviewing > definitions that we use in our class specifications. We would love to know > if your states have definitions for the following terms: > > - Complex/complexity > - Advanced level work > > *Please respond by the end of the day on Monday, May 17th. * > > Any information is appreciated! > > Thanks, > > *Dori B. Sunderland, M.S.* > > Human Resources Manager > > Classification and Compensation > > WV Division of Personnel > > *Phone*: 304.414.0854 > *Address*: WV State Capitol Complex, Building 3, Suite 500 > > 1900 Kanawha Boulevard East > > Charleston, WV 25305 > > *Website*: www.personnel.wv.gov > > -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: JOB EVALUATION - The Three Factors - Manual.pdf Type: application/pdf Size: 528540 bytes Desc: not available URL: From Janelle.Haynsworth at LA.GOV Wed May 12 14:51:19 2021 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Wed, 12 May 2021 20:51:19 +0000 Subject: [NCASG] State of WV - Definitions Survey In-Reply-To: References: Message-ID: Hi Dori, We do not have a definition of complex/complexity since this may vary depending on the job series/occupational group. We have ?advanced? as a defined level of work that is used on our job specs. For a list of all levels of work, please see attached for more context about how ?advanced? fits within the overall structure. Our definition of ?advanced? is as follows: Advanced tasks and duties are assigned and performed independently with minimum of supervision. Some tasks may not require approval by management staff before decisions are implemented. Some series may have multiple levels reported as advanced. 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: Sunderland, Dori B Sent: Wednesday, May 12, 2021 12:07 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] State of WV - Definitions Survey EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Good afternoon, The State of West Virginia, Division of Personnel are reviewing definitions that we use in our class specifications. We would love to know if your states have definitions for the following terms: * Complex/complexity * Advanced level work Please respond by the end of the day on Monday, May 17th. Any information is appreciated! Thanks, Dori B. Sunderland, M.S. Human Resources Manager Classification and Compensation WV Division of Personnel Phone: 304.414.0854 Address: WV State Capitol Complex, Building 3, Suite 500 1900 Kanawha Boulevard East Charleston, WV 25305 Website: www.personnel.wv.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... 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Name: LA_Levels of Work.docx Type: application/vnd.openxmlformats-officedocument.wordprocessingml.document Size: 13741 bytes Desc: LA_Levels of Work.docx URL: From terri.parker at ofm.wa.gov Wed May 12 15:15:54 2021 From: terri.parker at ofm.wa.gov (Parker, Terri (OFM)) Date: Wed, 12 May 2021 21:15:54 +0000 Subject: [NCASG] [External] State of WV - Definitions Survey In-Reply-To: References: Message-ID: <31e3d7fcfcb44c60b4f402c13079f2e6@ofm.wa.gov> Hi Dori and Joe, here are WA?s offerings. ? Glossary of Classification Terms ? Complex/complexity: see Complexity of Work/Complex (p1), Highly Complex (p2) Advanced level of work: see Level of Work/Senior (p3), Professional (p4) IT Evaluators Handbook Unique: see IT POSITION EVALUATION TOOL AND INCLUSION CRITERIA TERMS/Single Point of Failure (p70) Terri Parker (she/her/hers) 360-515-6299 terri.parker at ofm.wa.gov From: Marro, Joe Sent: Wednesday, May 12, 2021 12:08 PM To: Sunderland, Dori B ; dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] State of WV - Definitions Survey External Email Good afternoon, Dori. You are not alone. We too would be interested in learning how those terms are applied in other states. I would add one more term to your list that we often hear: * Unique Attached are draft documents we?ve been working on to further define terms and distinguish levels for job evaluation purposes. Some of the definitions of career levels that begin on page 10 of the draft Job Description Form may be of interest to you. Thanks. -Joe From: Sunderland, Dori B > Sent: Wednesday, May 12, 2021 1:07 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] State of WV - Definitions Survey CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to Report Spam. Good afternoon, The State of West Virginia, Division of Personnel are reviewing definitions that we use in our class specifications. We would love to know if your states have definitions for the following terms: * Complex/complexity * Advanced level work Please respond by the end of the day on Monday, May 17th. Any information is appreciated! Thanks, Dori B. Sunderland, M.S. Human Resources Manager Classification and Compensation WV Division of Personnel Phone: 304.414.0854 Address: WV State Capitol Complex, Building 3, Suite 500 1900 Kanawha Boulevard East Charleston, WV 25305 Website: www.personnel.wv.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 alex.morgan at dhrm.virginia.gov Thu May 13 06:34:17 2021 From: alex.morgan at dhrm.virginia.gov (Morgan, Alexandra) Date: Thu, 13 May 2021 08:34:17 -0400 Subject: [NCASG] [External] State of WV - Definitions Survey In-Reply-To: <31e3d7fcfcb44c60b4f402c13079f2e6@ofm.wa.gov> References: <31e3d7fcfcb44c60b4f402c13079f2e6@ofm.wa.gov> Message-ID: Hello, We do have complexity defined (quoted below as well as link to full manual). Advanced level is captured within the compensable factors and is accounted for in the job classification; however, agencies have the discretion (and often do) create more specific job levels within their agency to further distinguish Virginia's broadbanded class structure. This typically includes levels for entry, practitioner, senior, etc. https://www.dhrm.virginia.gov/docs/default-source/hr/manuals/hrmanual.pdf?sfvrsn=2 *COMPENSABLE FACTORS* Human resource professionals or line managers should be able to assign positions to the appropriate Career Groups by comparing the overall duties and responsibilities listed in the Employee Work Profile to the Concept of Work outlined in the Career Group Description. The compensable factors will be used primarily to determine the appropriate Role to which a position should be allocated within a Career Group. Definitions of the three compensable factors are as follows: *1. Complexity of Work * This factor describes the nature of work in terms of resources (e.g., machines, manuals, guidelines and forms) used or encountered and the processes applied. This factor takes into account the number and variety of variables considered, the depth and breath of activity and the originality exercised. ? Difficulty - the relative character of the work process and the corresponding, thinking, analysis and judgment required of the employee while doing the work. ? Scope and Range of Assignments ? the breadth and variety of the employee?s assignments. ? Knowledge, Skills and Abilities ? the level of information, experience and qualifications needed by the employee in order to perform the assigned duties. ? Nature of Contacts ? the extent of the employee?s human interactions within and/or outside the organization in terms of both frequency and the depth of information exchanged. *2. Results (or Scope) * This factor describes the work outcomes and the range and impact of effects, such as the benefit or harm to citizens, the gain or loss of resources and the goodwill created. Impact ? the range of people, things, and organizations directly affected by the employee. ? Effect of Services ? the extent to which decisions and work products made by the employee affect the level of service, quality of work, welfare of constituents, the organization?s image and cost of operations. ? Consequence of Error ? the potential costs of the employee?s mistakes in terms of financial and human costs, efficiency, morale, physical maintenance and image. *3. Accountability * This factor describes the employee?s responsibility or authority exercised in terms of guidance given to fellow workers, independence and autonomy of functioning and finality of decisions made. ? Leadership ? the level of control the employee has over resources such as people, functions, facilities and budget. ? Judgment and Decision-making ? the types and kinds of decisions made by the employee and the finality of these decisions and actions taken. ? Independence of Action ? latitude or freedom of action exercised by the employee. *Alex Morgan, SHRM-SCP* Director Compensation & Workforce Analytics *(804) 513-2928* | alex.morgan at dhrm.virginia.gov jobs.virginia.gov 101 N 14th Street, Richmond, VA 23219 *Navigating Pathways to Workforce Excellence* On Wed, May 12, 2021 at 5:16 PM Parker, Terri (OFM) wrote: > Hi Dori and Joe, here are WA?s offerings. ? > > > > Glossary of Classification Terms > > ? > > Complex/complexity: see *Complexity of Work*/*Complex* (p1), *Highly > Complex* (p2) > > Advanced level of work: see *Level of Work*/*Senior* (p3), *Professional* > (p4) > > > > IT Evaluators Handbook > > > Unique: see *IT POSITION EVALUATION TOOL AND INCLUSION CRITERIA > TERMS/Single Point of Failure* (p70) > > > > > > *Terri Parker **(she/her/hers)* > > 360-515-6299 > > terri.parker at ofm.wa.gov > > > > > > > > *From:* Marro, Joe > *Sent:* Wednesday, May 12, 2021 12:08 PM > *To:* Sunderland, Dori B ; > dhr_ncasg_survey_list at admws.idaho.gov > *Subject:* Re: [NCASG] [External] State of WV - Definitions Survey > > > > External Email > > Good afternoon, Dori. You are not alone. We too would be interested in > learning how those terms are applied in other states. I would add one more > term to your list that we often hear: > > > > - Unique > > > > Attached are draft documents we?ve been working on to further define terms > and distinguish levels for job evaluation purposes. Some of the definitions > of career levels that begin on page 10 of the draft Job Description Form > may be of interest to you. > > > > Thanks. -Joe > > > > *From:* Sunderland, Dori B > *Sent:* Wednesday, May 12, 2021 1:07 PM > *To:* dhr_ncasg_survey_list at admws.idaho.gov > *Subject:* [External] [NCASG] State of WV - Definitions Survey > > > > *CAUTION:* External email. Do not click links or open attachments unless > you verify. Send all suspicious email as an attachment to Report Spam. > > > > > Good afternoon, > > > > The State of West Virginia, Division of Personnel are reviewing > definitions that we use in our class specifications. We would love to know > if your states have definitions for the following terms: > > - Complex/complexity > - Advanced level work > > *Please respond by the end of the day on Monday, May 17th. * > > > > Any information is appreciated! > > > > Thanks, > > > *Dori B. Sunderland, M.S.* > > Human Resources Manager > > Classification and Compensation > > WV Division of Personnel > > *Phone*: 304.414.0854 > *Address*: WV State Capitol Complex, Building 3, Suite 500 > > 1900 Kanawha Boulevard East > > Charleston, WV 25305 > > *Website*: www.personnel.wv.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 Adam.Reinemann at cs.ny.gov Thu May 13 07:33:10 2021 From: Adam.Reinemann at cs.ny.gov (Reinemann, Adam J (CS)) Date: Thu, 13 May 2021 13:33:10 +0000 Subject: [NCASG] State of WV - Definitions Survey In-Reply-To: References: Message-ID: Hi Dori, We do not have a definition for advanced level work. We do use complexity as one our classification factors, but it usually bolsters our other factors. Please see the attached article for additional information. The article is part of a monthly publication that we send to HR staff in agencies outside of Civil Service. 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: Sunderland, Dori B Sent: Wednesday, May 12, 2021 1:07 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] State of WV - Definitions Survey ATTENTION: This email came from an external source. Do not open attachments or click on links from unknown senders or unexpected emails. Good afternoon, The State of West Virginia, Division of Personnel are reviewing definitions that we use in our class specifications. We would love to know if your states have definitions for the following terms: * Complex/complexity * Advanced level work Please respond by the end of the day on Monday, May 17th. Any information is appreciated! Thanks, Dori B. Sunderland, M.S. Human Resources Manager Classification and Compensation WV Division of Personnel Phone: 304.414.0854 Address: WV State Capitol Complex, Building 3, Suite 500 1900 Kanawha Boulevard East Charleston, WV 25305 Website: www.personnel.wv.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Complexity Article.pdf Type: application/pdf Size: 2082818 bytes Desc: Complexity Article.pdf URL: From meghan.connor2 at wyo.gov Thu May 13 08:09:13 2021 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Thu, 13 May 2021 08:09:13 -0600 Subject: [NCASG] State of WV - Definitions Survey In-Reply-To: References: Message-ID: Hi Dori, Wyoming does not have definitions for these terms. Thanks, Meghan On Wed, May 12, 2021 at 12:49 PM Sunderland, Dori B < dori.b.sunderland at wv.gov> wrote: > Good afternoon, > > The State of West Virginia, Division of Personnel are reviewing > definitions that we use in our class specifications. We would love to know > if your states have definitions for the following terms: > > - Complex/complexity > - Advanced level work > > *Please respond by the end of the day on Monday, May 17th. * > > Any information is appreciated! > > Thanks, > > *Dori B. Sunderland, M.S.* > > Human Resources Manager > > Classification and Compensation > > WV Division of Personnel > > *Phone*: 304.414.0854 > *Address*: WV State Capitol Complex, Building 3, Suite 500 > > 1900 Kanawha Boulevard East > > Charleston, WV 25305 > > *Website*: www.personnel.wv.gov > -- 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 Rong.He at oa.mo.gov Thu May 13 09:11:01 2021 From: Rong.He at oa.mo.gov (He, Rong) Date: Thu, 13 May 2021 15:11:01 +0000 Subject: [NCASG] [External] State of WV - Definitions Survey In-Reply-To: References: Message-ID: <8c0841739c6549f4a3ff208298da71c6@oa.mo.gov> Dori, Missouri does not these 3 terms formally defined. From: Marro, Joe Sent: Wednesday, May 12, 2021 2:08 PM To: Sunderland, Dori B ; dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] [External] State of WV - Definitions Survey Good afternoon, Dori. You are not alone. We too would be interested in learning how those terms are applied in other states. I would add one more term to your list that we often hear: * Unique Attached are draft documents we?ve been working on to further define terms and distinguish levels for job evaluation purposes. Some of the definitions of career levels that begin on page 10 of the draft Job Description Form may be of interest to you. Thanks. -Joe From: Sunderland, Dori B > Sent: Wednesday, May 12, 2021 1:07 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] State of WV - Definitions Survey CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to Report Spam. Good afternoon, The State of West Virginia, Division of Personnel are reviewing definitions that we use in our class specifications. We would love to know if your states have definitions for the following terms: * Complex/complexity * Advanced level work Please respond by the end of the day on Monday, May 17th. Any information is appreciated! Thanks, Dori B. Sunderland, M.S. Human Resources Manager Classification and Compensation WV Division of Personnel Phone: 304.414.0854 Address: WV State Capitol Complex, Building 3, Suite 500 1900 Kanawha Boulevard East Charleston, WV 25305 Website: www.personnel.wv.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 Dustin.MILLER at oregon.gov Thu May 13 12:46:23 2021 From: Dustin.MILLER at oregon.gov (MILLER Dustin * DAS) Date: Thu, 13 May 2021 18:46:23 +0000 Subject: [NCASG] Market Request Message-ID: The State of Oregon is looking for any comparable position in your state for the head of Geology and Mineral Industries. In Oregon this is an independent agency that is responsible for helping increase the understanding of Oregon's geologic resources and hazards through Science and Stewardship. If your state has a similar function please provide us with the Min and Max salary as well as a description of the position. Please indicate if it is an agency, division program etc. For information about our agency you can following this link: DOGAMI About Us | Oregon Department of Geology and Mineral Industries (oregongeology.org) This is for a pending recruitment so we are on a very short timeline. If you can respond today or tomorrow that would be greatly appreciated. Thank you! Dustin -------------- next part -------------- An HTML attachment was scrubbed... URL: From Darby.Forrester at personnel.alabama.gov Thu May 13 14:01:35 2021 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Thu, 13 May 2021 20:01:35 +0000 Subject: [NCASG] Market Request In-Reply-To: References: Message-ID: Dustin - not sure how much help I can be. The State Geologist of the Alabama Department of Geological Survey is a non merit position appointed by the President of the University of Alabama ( the Department is actually on the grounds of the University). There is no salary range but the current salary is $147,672.24. The UA President appoints the State Geologist but the State Personnel Board and the Governor have to approve the salary. The Code of Alabama states the position must be filled by a geologist. We don't have job descriptions for non merit positions. At least I responded promptly ! Darby From: MILLER Dustin * DAS Sent: Thursday, May 13, 2021 1:46 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Market Request The State of Oregon is looking for any comparable position in your state for the head of Geology and Mineral Industries. In Oregon this is an independent agency that is responsible for helping increase the understanding of Oregon's geologic resources and hazards through Science and Stewardship. If your state has a similar function please provide us with the Min and Max salary as well as a description of the position. Please indicate if it is an agency, division program etc. For information about our agency you can following this link: DOGAMI About Us | Oregon Department of Geology and Mineral Industries (oregongeology.org) This is for a pending recruitment so we are on a very short timeline. If you can respond today or tomorrow that would be greatly appreciated. Thank you! Dustin -------------- next part -------------- An HTML attachment was scrubbed... URL: From Trevor.A.Veltri at wv.gov Fri May 14 09:32:50 2021 From: Trevor.A.Veltri at wv.gov (Veltri, Trevor A) Date: Fri, 14 May 2021 15:32:50 +0000 Subject: [NCASG] RESPONCE: State of Oregon Market Request Message-ID: Hello, Please see below for the requested information from the state of West Virginia. Geologist 1 - Under general supervision, performs professional work at the entry level providing a variety of basic geologic services concerned with the composition and physical and biological structure of the earth. Facilitates review activities in the areas of archeology, mining, construction, and/or environmental preservation or impact. May require frequent travel and field work. Performs related work as required. $29,396.00 - $54,382.00 Annually Geologist 2 - Under limited supervision, performs professional work at the full-performance level providing geologic services concerned with the composition and physical and biological structure of the earth. Conducts evaluation and mitigation activities in the areas of archeology, mining, construction design or impact, and/or environmental preservation or impact. May require frequent travel and field work. Performs related work as required. $32,722.00 - $60,535.00 Annually Geologist 3 - Under administrative direction, performs professional work at the advanced and/or administrative level providing geologic services. Conducts complex or original research projects, or coordinates several research teams or organizational units. May involve the direct input of geological expertise into the solution of engineering problems incurred in the location, design, construction, and maintenance of highways. May require travel and field work. Performs related work as required. $34,688.00 - $64,172.00 Annually Geologist 4 - Under administrative direction, performs highly skilled expert level professional geologic work. Duties may include project management and supervision of professional and technical personnel. May involve the direct input of geologic expertise on various mining issues, highway projects and engineering problems. Performs as a geologic witness before State Boards, State Courts and Federal Court. Work is performed in the office and field, with statewide travel/expertise needed to accomplish agency objectives. A wide latitude for independent judgment and training/mentoring of subordinate geologists is required, within general agency objectives. Performs related work as required. $38,997.00 - $72,144.00 Annually The majority of these classification are under the Department of Environmental Protection (DEP). Thank you, -------------- next part -------------- An HTML attachment was scrubbed... URL: From mckenna.bush at state.ma.us Tue May 18 07:02:48 2021 From: mckenna.bush at state.ma.us (Bush, McKenna (HRD)) Date: Tue, 18 May 2021 13:02:48 +0000 Subject: [NCASG] State of WV - Definitions Survey In-Reply-To: References: Message-ID: Hi Dori, Sorry for the delay. MA does not provide formal definitions for these terms. Thanks! 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: Sunderland, Dori B Sent: Wednesday, May 12, 2021 1:07 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] State of WV - Definitions Survey 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. Good afternoon, The State of West Virginia, Division of Personnel are reviewing definitions that we use in our class specifications. We would love to know if your states have definitions for the following terms: * Complex/complexity * Advanced level work Please respond by the end of the day on Monday, May 17th. Any information is appreciated! Thanks, Dori B. Sunderland, M.S. Human Resources Manager Classification and Compensation WV Division of Personnel Phone: 304.414.0854 Address: WV State Capitol Complex, Building 3, Suite 500 1900 Kanawha Boulevard East Charleston, WV 25305 Website: www.personnel.wv.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: From Darby.Forrester at personnel.alabama.gov Tue May 18 07:14:03 2021 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Tue, 18 May 2021 13:14:03 +0000 Subject: [NCASG] State of WV - Definitions Survey In-Reply-To: References: Message-ID: Same for Alabama From: Bush, McKenna (HRD) Sent: Tuesday, May 18, 2021 8:03 AM To: 'Sunderland, Dori B' ; dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] State of WV - Definitions Survey Hi Dori, Sorry for the delay. MA does not provide formal definitions for these terms. Thanks! 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: Sunderland, Dori B > Sent: Wednesday, May 12, 2021 1:07 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] State of WV - Definitions Survey 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. Good afternoon, The State of West Virginia, Division of Personnel are reviewing definitions that we use in our class specifications. We would love to know if your states have definitions for the following terms: * Complex/complexity * Advanced level work Please respond by the end of the day on Monday, May 17th. Any information is appreciated! Thanks, Dori B. Sunderland, M.S. Human Resources Manager Classification and Compensation WV Division of Personnel Phone: 304.414.0854 Address: WV State Capitol Complex, Building 3, Suite 500 1900 Kanawha Boulevard East Charleston, WV 25305 Website: www.personnel.wv.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: From tina.bufford at doas.ga.gov Tue May 18 08:33:47 2021 From: tina.bufford at doas.ga.gov (Bufford, Tina) Date: Tue, 18 May 2021 14:33:47 +0000 Subject: [NCASG] State of WV - Definitions Survey In-Reply-To: References: Message-ID: Good Morning All, Georgia does not provide formal definitions for these terms. Tina Bufford, PHR, GCPA Manager, Classification & Compensation Human Resources Administration Georgia Department of Administrative Services Cell: 404-844-6724 tina.bufford at doas.ga.gov Lead. Empower. Collaborate Facebook, Twitter, or LinkedIn page! From: Bush, McKenna (HRD) Sent: Tuesday, May 18, 2021 9:03 AM To: 'Sunderland, Dori B' ; dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] State of WV - Definitions Survey CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe. Hi Dori, Sorry for the delay. MA does not provide formal definitions for these terms. Thanks! 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: Sunderland, Dori B > Sent: Wednesday, May 12, 2021 1:07 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] State of WV - Definitions Survey 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. Good afternoon, The State of West Virginia, Division of Personnel are reviewing definitions that we use in our class specifications. We would love to know if your states have definitions for the following terms: * Complex/complexity * Advanced level work Please respond by the end of the day on Monday, May 17th. Any information is appreciated! Thanks, Dori B. Sunderland, M.S. Human Resources Manager Classification and Compensation WV Division of Personnel Phone: 304.414.0854 Address: WV State Capitol Complex, Building 3, Suite 500 1900 Kanawha Boulevard East Charleston, WV 25305 Website: www.personnel.wv.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: From Darby.Forrester at personnel.alabama.gov Fri May 21 13:20:52 2021 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Fri, 21 May 2021 19:20:52 +0000 Subject: [NCASG] Alabama needs help with our Military Department Message-ID: Hey everyone ? Alabama needs a little help. Our Military Department is asking to establish a class series that would include real property, master planning and installation reporting. After spending a whole day with them, I?m still not sure what they do, what they should be paid, or what qualifications are needed. Any help you can give me is appreciated ? job descriptions, salary ranges , levels in your series, etc. Alabama has maybe 10-12 people in all 3 area so of course they are wanting workers, sr. workers , supervisors, managers and deputy directors levels. According to Alabama?s Military Department, all state military departments must do these 3 functions as it?s how money is allocated to the states. So I?m hoping some of y?all have a match or at least something I can use to get started. The 3 areas are below: Real Property ? similar to property inventory and requires incumbents to enter into PRIDE which is a database developed by the National Guard and is used by all states. Requires an audit of 20% of the buildings, structures, linear structures and land and details of in service date through retirement of assets. Military is proposing just a HS degree. I think experience in construction or property inventory would be helpful. Master Planning ? right now there is an engineer over this (not certified) develops the 25 year master plan for surface maintenance, aviation, readiness and training centers (which I call guard armories). The plan must be updated every 5 years, do feasibility studies to determine how to properly revitalize the facilities. Oversees major MILCON projects and many smaller projects. Uses a database created by the Military called ENBOSS. I?ve always thought the field of planning called for a BS in planning and it seems to me that it?s one of those professions where the majority of planners have a masters. I think this is a higher level of complexity than real property ? any thoughts? Installation Reporting ? I personally think real property and installation reporting should be merged but what do I know. Uses ISR and Builder databases developed by the Military. Must inspect every asset every 5 years. The databases have a workbook that is downloaded and is a step by step guide to what to look for and how to grade an asset. For example, a barracks might get a bad rating every year because the laundry facilities are not attached to the barracks but in a separate building. While having the laundry in the barracks is preferred, this is not something that would have to be addressed right away and would be lower on the work list. There is an unlicensed mechanical engineer doing this now. I think construction work would be very helpful, I don?t think an engineering degree would be a minimum requirement. If anyone has any matches, close matches, or ideas to would be greatly appreciated Thanks Darby Darby Forrester Class and Pay Manager State Personnel Department 64 North Union Street Montgomery, AL 36130 334-353-4076 -------------- next part -------------- An HTML attachment was scrubbed... URL: From Darby.Forrester at personnel.alabama.gov Fri May 21 13:32:03 2021 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Fri, 21 May 2021 19:32:03 +0000 Subject: [NCASG] Alabama needs help with our Military Department Message-ID: Hey everyone ? Alabama needs a little help. Our Military Department is asking to establish a class series that would include real property, master planning and installation reporting. After spending a whole day with them, I?m still not sure what they do, what they should be paid, or what qualifications are needed. Any help you can give me is appreciated ? job descriptions, salary ranges , levels in your series, etc. Alabama has maybe 10-12 people in all 3 area so of course they are wanting workers, sr. workers , supervisors, managers and deputy directors levels. According to Alabama?s Military Department, all state military departments must do these 3 functions as it?s how money is allocated to the states. So I?m hoping some of y?all have a match or at least something I can use to get started. The 3 areas are below: Real Property ? similar to property inventory and requires incumbents to enter into PRIDE which is a database developed by the National Guard and is used by all states. Requires an audit of 20% of the buildings, structures, linear structures and land and details of in service date through retirement of assets. Military is proposing just a HS degree. I think experience in construction or property inventory would be helpful. Master Planning ? right now there is an engineer over this (not certified) develops the 25 year master plan for surface maintenance, aviation, readiness and training centers (which I call guard armories). The plan must be updated every 5 years, do feasibility studies to determine how to properly revitalize the facilities. Oversees major MILCON projects and many smaller projects. Uses a database created by the Military called ENBOSS. I?ve always thought the field of planning called for a BS in planning and it seems to me that it?s one of those professions where the majority of planners have a masters. I think this is a higher level of complexity than real property ? any thoughts? Installation Reporting ? I personally think real property and installation reporting should be merged but what do I know. Uses ISR and Builder databases developed by the Military. Must inspect every asset every 5 years. The databases have a workbook that is downloaded and is a step by step guide to what to look for and how to grade an asset. For example, a barracks might get a bad rating every year because the laundry facilities are not attached to the barracks but in a separate building. While having the laundry in the barracks is preferred, this is not something that would have to be addressed right away and would be lower on the work list. There is an unlicensed mechanical engineer doing this now. I think construction work would be very helpful, I don?t think an engineering degree would be a minimum requirement. If anyone has any matches, close matches, or ideas to would be greatly appreciated Thanks Darby Darby Forrester Class and Pay Manager State Personnel Department 64 North Union Street Montgomery, AL 36130 334-353-4076 -------------- next part -------------- An HTML attachment was scrubbed... URL: From Trevor.A.Veltri at wv.gov Mon May 24 09:26:24 2021 From: Trevor.A.Veltri at wv.gov (Veltri, Trevor A) Date: Mon, 24 May 2021 15:26:24 +0000 Subject: [NCASG] RESPONSE: Alabama Military Department Survey Message-ID: Good Morning Darby, In regard to your request the military department is exempt from the state position we classify. Are you looking specifically for military classifications that match your request or general classifications that fit your description? Thank you, -------------- next part -------------- An HTML attachment was scrubbed... URL: From Trevor.A.Veltri at wv.gov Mon May 24 11:41:30 2021 From: Trevor.A.Veltri at wv.gov (Veltri, Trevor A) Date: Mon, 24 May 2021 17:41:30 +0000 Subject: [NCASG] RESPONSE: Alabama Military Department Survey In-Reply-To: References: Message-ID: Darby, The only classifications that could be a potential match would be our Inspector series and potentially match with the Installation Reporting and possibly the Master Planning. Inspector 1 - Under direct supervision, performs work at the entry level by conducting inspections to determine compliance with various state and federal regulatory laws and regulations. Work is performed according to prescribed procedures and involves direct contact with employers, public officials, civic and labor groups and the public. Involves traveling throughout the state and working irregular hours. Performs related work as required. $22,794.00 - $42,168.00 Annually. Inspector 2 - Under general supervision performs work at the full- performance level by conducting inspections to determine compliance with various state and federal regulatory laws and regulations. Work is performed according to prescribed procedures, and involves direct contact with employees, public officials, civic and labor groups and the public. Involves traveling throughout the state and working irregular hours. Performs related work as required. $25,147.00 - $46,521.00 Annually. Inspector 3 - Under general supervision, performs work at the advanced level by conducting inspections in the enforcement of various state and federal regulatory laws and regulations. Work is performed according to prescribed procedures and involves direct contact with employees, public officials, civic, labor groups, and the public. Involves traveling throughout the state and working irregular hours. May supervise or act as lead worker. Performs related work as required. $27,729.00 - $51,298.00 Annually. Thank you, From: Veltri, Trevor A Sent: Monday, May 24, 2021 11:26 AM To: Darby.Forrester at personnel.alabama.gov Cc: Sunderland, Dori B ; Mays, Wendy A ; dhr_ncasg_survey_list at admws.idaho.gov Subject: RESPONSE: Alabama Military Department Survey Good Morning Darby, In regard to your request the military department is exempt from the state position we classify. Are you looking specifically for military classifications that match your request or general classifications that fit your description? Thank you, -------------- next part -------------- An HTML attachment was scrubbed... URL: From Deanna.Ferron at omes.ok.gov Tue May 25 14:55:40 2021 From: Deanna.Ferron at omes.ok.gov (Deanna Ferron) Date: Tue, 25 May 2021 20:55:40 +0000 Subject: [NCASG] Market Request Message-ID: Good afternoon, The State of Oklahoma is seeking the min, mid, and max salary of your state's comparable job for the attached Public Health Specialist/Sanitarian; we have 5 levels for the job family. Sorry about the quick turn around, please respond by June 1st. We appreciate your help! Thank you, Deanna Ferron | Classification/Compensation Analyst Human Capital Management | Office of Management and Enterprise Services 405-522-2490 | f. 405-521-6308 Oklahoma.gov | omes.ok.gov [imagine that] -------------- next part -------------- An HTML attachment was scrubbed... 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Name: Public Health Specialist V-X17E-20210525-160040.pdf Type: application/pdf Size: 68361 bytes Desc: Public Health Specialist V-X17E-20210525-160040.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Public Health Specialist I-X17A-20210525-155904.pdf Type: application/pdf Size: 66579 bytes Desc: Public Health Specialist I-X17A-20210525-155904.pdf URL: From Adam.Reinemann at cs.ny.gov Wed May 26 07:58:14 2021 From: Adam.Reinemann at cs.ny.gov (Reinemann, Adam J (CS)) Date: Wed, 26 May 2021 13:58:14 +0000 Subject: [NCASG] Market Request In-Reply-To: References: Message-ID: Hi Deanna, New York has three title series that may be helpful for you. New York's workforce is primarily unionized, so salaries are primarily based on schedules that are a product of collective negotiations (our office determines the grade of the positions, however). The background chart for the salary data can be found here: https://www.cs.ny.gov/businesssuite/Compensation/Salary-Schedules/index.cfm?nu=PST&effdt=04/01/2018&fullScreen. Public Health Specialists Specification: https://www.cs.ny.gov/tsplan/tsp_display2.cfm?speccode=4412201F Title Grade Fills Min Mid Max Public Health Specialist 1 14 0 Title to be eliminated. Public Health Specialist 2 18 19 $56,604 $64,292 $71,980 Public Health Specialist 3 23 12 $76,498 $84,596 $92,693 Public Health Specialist 4 27 4 $98,970 $105,143 $111,316 Sanitarians Specification: https://www.cs.ny.gov/tsplan/tsp_display2.cfm?speccode=4412200F Title Grade Fills Min Mid Max Public Health Sanitarian 14 26 $42,986 $50,507 $58,028 Senior Sanitarian 18 47 $56,604 $64,292 $71,980 Principal Sanitarian 23 47 $73,284 $82,989 $92,693 Chief Sanitarian 27 4 $105,313 $108,315 $111,316 Public Health Inspectors These are seasonal positions that supplement the field work of Sanitarians. The specification states that they are allocated to Grade 11, but in reality, they are set up as temporary hourly positions for the Summer season, and hires are paid at a rate of $19.61/hr. They are primarily deployed in rural communities with little to no county public health presence. Specification: https://www.cs.ny.gov/tsplan/tsp_display2.cfm?speccode=6463100F I hope this helps. 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: Deanna Ferron Sent: Tuesday, May 25, 2021 4:56 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Market Request ATTENTION: This email came from an external source. Do not open attachments or click on links from unknown senders or unexpected emails. Good afternoon, The State of Oklahoma is seeking the min, mid, and max salary of your state's comparable job for the attached Public Health Specialist/Sanitarian; we have 5 levels for the job family. Sorry about the quick turn around, please respond by June 1st. We appreciate your help! Thank you, Deanna Ferron | Classification/Compensation Analyst Human Capital Management | Office of Management and Enterprise Services 405-522-2490 | f. 405-521-6308 Oklahoma.gov | omes.ok.gov [imagine that] -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 8647 bytes Desc: image001.png URL: From Trevor.A.Veltri at wv.gov Fri May 28 10:09:53 2021 From: Trevor.A.Veltri at wv.gov (Veltri, Trevor A) Date: Fri, 28 May 2021 16:09:53 +0000 Subject: [NCASG] RESPONSE: State of Oklahoma Market Request Message-ID: Hello from West Virginia, Please see below for the requested salary information for the Sanitarian Series within the State of West Virginia. Sanitarian 1 Minimum $31,146 Market (mid) $50,767 Maximum $57,620 Sanitarian 2 Minimum $32,722 Market (mid) $53,336 Maximum $60,535 Sanitarian, Registered Minimum $34,688 Market (mid) $56,541 Maximum $64,172 Sanitarian, Supervisor Minimum $36,779 Market (mid) $59,949 Maximum $68,041 Sanitarian, Chief Minimum $38,997 Market (mid) $63,565 Maximum $72,144 Also, I have included the Health Facilities Surveyor series given the nature of work includes conducting complex regulatory compliance determinations during inspections of health care facilities. Health Facilities Surveyor 1 Minimum $32,722 Market (mid) $53,336 Maximum $60,535 Health Facilities Surveyor 2 Minimum $34,688 Market (mid) $56,541 Maximum $64,172 Thank you, -------------- next part -------------- An HTML attachment was scrubbed... URL: From Janelle.Haynsworth at LA.GOV Fri May 28 17:16:02 2021 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Fri, 28 May 2021 23:16:02 +0000 Subject: [NCASG] Market Request In-Reply-To: References: Message-ID: <002003b4864542f3bce1d0489b1702c6@LA.GOV> Hi Deanna, Please see attached for the Louisiana response. 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: Deanna Ferron Sent: Tuesday, May 25, 2021 3:56 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Market Request EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Good afternoon, The State of Oklahoma is seeking the min, mid, and max salary of your state's comparable job for the attached Public Health Specialist/Sanitarian; we have 5 levels for the job family. Sorry about the quick turn around, please respond by June 1st. We appreciate your help! Thank you, Deanna Ferron | Classification/Compensation Analyst Human Capital Management | Office of Management and Enterprise Services 405-522-2490 | f. 405-521-6308 Oklahoma.gov | omes.ok.gov [imagine that] ________________________________ 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: image002.png Type: image/png Size: 2745 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... 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