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Civil Service presents market-adjustment plan, Act 655 implementation and requests clarifications from committee
Summary
The Department of Civil Service briefed the House Appropriations Committee on its FY26 budget, discussed implementation of Act 655 (skills-based hiring), market adjustments for classified employees and training programs, and the Board of Tax Appeals requested two new positions; the committee asked for more detailed cost breakdowns.
Byron Decoteau, director of State Civil Service, and staff briefed the House Appropriations Committee on April 1 about the agency’s FY26 recommended budget and policy priorities, including implementation support for Act 655 (skills- and experience-based hiring) and ongoing efforts to reduce barriers to state employment.
Decoteau said the civil service budget supports human-resources services for state and local appointing authorities, the comprehensive public training program and ongoing classification and pay work. “We have been very busy, looking with an initiative to remove barriers to state employment and to expand our employment opportunities to different applicants,” Decoteau said, noting recent revisions to minimum qualifications after Act 655 took effect on Jan. 1.
The nut graf: Committee members sought detail on market adjustments and timing for classified pay increases, training and how civil service billing works for nonexecutive branch units; the Board of Tax Appeals requested two TO positions and the committee asked for a detailed cost breakout.
Civil Service staff explained that market adjustments for eligible classified employees are included in the governor’s budget and, if employees are eligible, will be implemented July 15 with 4% for those below the midpoint and 3% for those above midpoint of their pay range. The department reiterated that unclassified pay is not governed by civil service, but many appointing authorities typically give similar percentage increases.
The Board of Tax Appeals (chair Francis J. Labrano) asked for two new positions—a law clerk (attorney) and an administrative support position—budgeted together at roughly $363,000 in the presentation. The committee requested an itemized breakdown of the proposed job titles, salaries and related benefits; Board leadership agreed to provide the commission with line-by-line detail prior to the committee’s follow-up hearing.
Ending: The committee set a follow-up for April 14 to receive requested cost breakdowns and additional detail on Board of Tax Appeals staffing requests and other outstanding budget questions.
