You are here

Home » State Human Resources » Compensation & job classes » Tools & services » IT classification & compensation restructure » Current status of IT classification & compensation restructure (as of March 2019)

Current status of IT classification & compensation restructure (as of March 2019)

The IT restructure implementation is currently on schedule.

OFM is working with agencies and institutions to plan for implementation of the tentative agreements pending Governor and legislative approval. Funding for implementing the new IT Professional Structure is included in the budget request for all collectively bargained items. As of March 13, 2019, the Legislature has not finalized any budget decisions. As the budget works its way through the legislative process, State HR, agency and higher education institution partners are in the process of identifying HR business processes and system changes needed to support the implementation of the new structure. The anticipated effective date of these changes is July 1, 2019.

Current activities

  • To ensure that all general government and higher education classified IT positions have current position evaluations, interim statewide IT Position evaluation sessions are scheduled for March 26 & 27, April 16 & 17, and May 14-16.

  • Ongoing IT Position Evaluation training for all IT managers and HR professionals who will be part of the organizations evaluation team post July 1, 2019. Trainings scheduled for March 20, April 22, May 30 and June 14.

  • Beginning May 17, 2019 State HR is initiating a moratorium on any IT position evaluation changes. This provides thirty working days to update the human resource management system with the new IT Professional Structure job classes and pay schedules. This is not a hiring moratorium. The purpose is strictly limited to ensuring positions are systematically transferred to the new structure and employers have time to validate and ensure accurate pay.

The evaluation results for the IT Professional Structure as of March 1, 2019:

Classification structure

The proposed new classification structure consists of 12 job families and six levels of work, as represented in the table below. The cells with "x" indicate a level that does not exist in the specific job family. Benefits of this structure are:

  • Aligns with the industry, both in the private and public sectors
  • Flexible (potential to add job families) and sustainable
  • Enhanced career progression — you don’t need to supervise to be promoted through first four levels and can move between job families
  • Ability to benchmark with compensation surveys to identify market competitiveness by family and level
  • Equity across the enterprise

The anticipated effective date of the new structure is July 1, 2019.

Job Family



Senior/ Specialist


IT Manager

Senior IT Manager

Application Development






Customer Support






Data Management






IT Architecture






IT Business Analyst






IT Policy and Planning






IT Project Management






IT Security






IT Vendor Management






Network & Telecommunications






Quality Assurance






System Administration






When will the intial results for positions be final?

These initial results will not become final until the following steps have been completed:

  • Agencies, institutions and State HR have reviewed their results and addressed concerns.
  • Bargaining with the unions has been completed.
  • The collective bargaining package that includes the IT Professional Structure is funded by the Legislature.
  • Formal adoption of the classification and compensation structure by the State HR director has occurred.

Compensation structure

When do we get to see the new compensation structure?

 The IT Professional Structure has not been legislatively funded or adopted into the state's classification and compensation plan.  All information is preliminary and not official. 

The IT Professional Structure will have a separate salary schedule specific to the IT workforce. This preliminary salary schedule includes the legislatively approved January 2019 general wage increase. It does not include any negotiated general wage increases in the current tentative agreements.

The ITPS salary schedule is in the tentative agreement.  The entire tentative agreement will only become final if it is first determined to be financially feasible by OFM and subsequently funded by the Legislature in the 2019-2021 budgets.

Additional information on the IT Professional Structure:

Interim process

Will my agency/institution be conducting internal evaluations?

Not until the new structure is officially adopted. In the interim period, State HR will continue to manage the evaluation process using statewide evaluation teams. We will coordinate this effort with agencies and institutions.

What is the purpose of an interim process?

The current class structure will be used until the new structure is legally adopted, which is anticipated in July 2019.This means that if there are positions changes such as establishments or reallocations that need to be made, they will be done under current rules and procedures. An interim process is being established to ensure that any changes are captured and updated in the proposed new structure to ensure that everything will be current when it goes live. The interim process will not supersede or affect current rules, processes or timeframes.

The goal here is to avoid the need to re-write and re-evaluate all IT position descriptions as we get closer to the anticipated implementation date. Once new positions are established or reallocations are completed under the current structure, they will be submitted through the established quarterly review process. Teams of trained HR and IT evaluators will conduct evaluations on IT position descriptions and the results will be captured in the IT Position Evaluation Tool and communicated to the agency or institution. Positions will have “dual citizenship” — allocated placement in the current structure and evaluated placement in the proposed new structure.

HR/IT Advisory Committee

An HR/IT Advisory Committee has been formed to advise OFM on policy decisions for implementation of the new IT structure. The committee is composed of HR managers and CIOs from 20 organizations and OFM (Class & Comp, Rules, Labor Relations) staff, including the OFM deputy director. The committee has representatives from general government and higher education as well as large and small organizations. It meets monthly.


Send us any questions you have via this online survey. While we won’t be able to respond directly, or may not be able to answer your question specifically, we’ll answer common questions here on the website as the implementation progresses.

Publication Date
Tuesday, March 13, 2018