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Commission approves pay-plan adjustments, accounting entrance rates and related special entrance-rate policies
Summary
State Civil Service approved Exhibit A (5% minimum increases to the administrative pay schedule and selected maximums) and a package of exhibits affecting DOTD enforcement, accounting pay grades and right-of-way jobs; commissioners authorized director to set effective dates after gubernatorial approval and approved contingent special entrance rates for accounting job series.
The State Civil Service Commission on Feb. 5 approved a multi-part package of classification and pay-plan changes aimed at improving market competitiveness for administrative and accounting occupations and specifying job-series edits for DOTD and right-of-way roles.
Exhibit A: staff proposed raising all minimums in the administrative pay schedule by 5% and increasing maximums for selected AS levels (AS 6-12 through AS 6-29). The director's office estimated an annualized cost of roughly $864,000 (salary-only).
Exhibits B–F: Human-resources staff and the compensation program manager presented additional changes: new DOTD enforcement job definitions (exhibit B), pay-grade changes for accounting occupations intended to better match market wages (exhibit C) with an estimated annual cost of about $113,776 for employees below the new minimums, and right-of-way job edits ratified effective Nov. 25, 2024 (exhibit F). The commission approved the package, with exhibits B and C forwarded to the governor (they require gubernatorial approval) and director authority granted to set effective dates no sooner than 10 days after gubernatorial signature.
Special entrance rates (SERs): To address recruitment and retention for accounting roles across 65 personnel areas, the commission approved contingent special entrance rates tied to exhibits A and C and corresponding adjustments (10% base-pay adjustments for many accounting specialists and 5% for managers) while ensuring that previously authorized premium pay (up to $2/hr) would be rescinded where the new SERs apply so that affected employees do not lose income.
Other approvals: The commission ratified a director-authorized SER for attorney positions at two agencies and approved a set of agency requests (extensions and exemptions) tied to emergency-response or specialized functions.
Costs and implementation: Commissioners asked about affordability and funding; staff said agencies and the Division of Administration had reviewed costs and that agencies would make necessary budget adjustments. The commission set implementation mechanics to prevent pay losses and to allow the director to choose effective dates after gubernatorial action.
The action package aims to make state pay scales more competitive in professions identified as hardest to recruit and retain.
