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Board examines job classifications to attract and retain data and analytics staff
Summary
Board members said March 20 that Connecticut’s data and analytics work is spread across many job classifications, complicating hiring and career paths. Officials plan a working group with state HR to recommend classification and career-path changes.
Connecticut data officials told the advisory board on March 20 that many state employees who do data and analytics work occupy dozens of different job classifications, a situation that complicates hiring, pay comparability and career-path development.
Scott Collin, chief data officer and chair of the board, said the needs-assessment survey identified respondents in at least 30 distinct job classes beyond the most common roles. “So that really, that kind of creates challenges for attracting and retaining people when you're hiring people into something that doesn't sound like this is the right job,” Collin said.
The most frequently reported job classes among survey respondents included manager and research-analyst roles; the survey also recorded a smaller number of data scientists and epidemiologists. Many practitioners who use data daily are not in job classifications that clearly signal a data-and-analytics career trajectory.
Board members discussed forming an interagency working group with state HR to map existing classifications, identify gaps and propose clearer career pathways for people whose primary duties are data and analytics. Collin said the group will coordinate with agency partners to identify where the state can standardize job descriptions, titles or career ladders to help attract and retain skilled staff.
