S T A K E H O L D E R B R I E F I N G

ENTERPRISE IT PROFESSIONAL/TECHNICAL STRUCTURE IMPLEMENTATION

WHAT PROBLEM ARE WE TRYING TO SOLVE?

•Competing for talent in the various IT disciplines is an ongoing challenge for state agencies using the existing classification structure.

•New flexible structure will be more responsive to industry trends. 

•The new structure will provide a more granular understanding of the state’s technology workforce.  

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Class Code Class Title Pay Range Step A Step L480E IT TRAINEE/INTERN Range 27  $                 14,888  $                    31,980 480F IT DATA PROCESSOR 1 Range 28  $                 25,404  $                    32,688 480N IT COMPUTER OPERATOR 1 Range 31  $                 27,216  $                    35,100 480G IT DATA PROCESSOR 2 Range 34  $                 29,172  $                    37,680 480O IT COMPUTER OPERATOR 2 Range 36  $                 30,528  $                    39,444 481A IT TECHNICIAN 1 Range 38  $                 31,980  $                    41,436 480H IT DATA PROCESSOR 3 Range 39  $                 32,688  $                    42,492 480P IT COMPUTER OPERATOR 3 Range 40  $                 33,504  $                    43,524 480I IT DATA PROCESSOR LEAD Range 42  $                 35,100  $                    45,684 481B IT TECHNICIAN 2 Range 42  $                 35,100  $                    45,684 480Q IT COMPUTER OPERATOR LEAD Range 43  $                 35,928  $                    46,884 480J DATA CONTROL SUPERVISOR Range 47  $                 39,444  $                    51,756 479I IT SPECIALIST 1 Range 48  $                 40,428  $                    53,016 480R IT COMPUTER OPERATOR SUPERVISOR Range 48  $                 40,428  $                    53,016 479J IT SPECIALIST 2 Range 54  $                 46,884  $                    61,512 479K IT SPECIALIST 3 Range 58  $                 51,756  $                    67,884 479L IT SPECIALIST 4 Range 62  $                 57,144  $                    74,964 479M IT SPECIALIST 5 Range 66  $                 63,036  $                    82,728 479N IT SYSTEMS/APP SPEC 6 Range 70  $                 69,648  $                    91,332 479Q STATE ENTERPRISE ARCHITECT Range 72  $                 73,140  $                    95,964 

Management Band  Minimum  Maximum WMS / EMS  Band 1 $                 41,940  $                    85,560 WMS / EMS  Band 2 $                 55,368  $                 101,604 WMS / EMS  Band 3 $                 64,212  $                 114,444 WMS / EMS  Band 4 $                 76,968  $                 132,612 EMS Band 5 $                 93,456  $                 151,872 

80% of IT staff (headcount) statewide are in four job classes (6/2016).20% of classified IT staff (headcount) are in Higher Ed Institutions (6/2016).

CURRENT IT CLASSIFICATIONS

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GLOSSARY OF TERMS

• Job Family – Distinct disciplines within the Information Technology occupational group and industry.  

• IT Paraprofessional – An IT worker who performs some of the duties of an IT professional or technician in a supportive role, which usually require less formal training, education and/or relevant experience normally required for professional or technical status. Typically performs operational tasks according to prescribed procedures and under the general supervision of an IT professional. 

• IT Position Evaluation Tool – A factor comparison tool developed for quantitiative job evaluation.  Factor rankings are assigned numerical values and then combined to for a total score.  The total score identifies the level of work performed by the position.

• IT Professional – Performs work that requires consistent application of advanced knowledge usually acquired through a college degree in a recognized field, work experience, or other specialized training.  Exercises discretion and independent judgment when performing assignments.

• Level – Level of work of work performed by a specific position as identified by the IT Position Evaluation Tool.  

• Range of Consideration – Set range of base pay within the band.

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IT POSITION EVALUATION TOOLS & RESOURCES

• Definitions of work for alignment with industry and across the enterprise• Job Families (IT Disciplines) • Functional Competencies by Level• Job Family Typical Work• Management Definitions

• IT Job Evaluation Tool• Rating of technical know‐how, impact, problem solving, scope to determine 

level of work done by position• Web‐based database to capture evaluation history and monitor utilization 

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INFORMATION TECHNOLOGY

Paraprofessional 

(General Government & HigherEducation classified)

Information Technology (IT) Support Technician 1

(entry Paraprofessional)

Information Technology (IT) Support Technician 2

(experienced Paraprofessional)

Professional/Technical

(Level determined by IT Job            Evaluation Rating. Each level has an  

established point range)

Entry Journey (includes supervision)

Senior/Specialist(includes supervision)

Expert

Leadership* IT Manager  Senior IT Manager 

*Must supervise/manage 2 permanent FTE’s ongoing

NEW IT PROFESSIONAL/TECHNICAL STRUCTURE

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ORIGINAL IT CLASS & COMP CONCEPT FOR STUDY

Hybrid Methodology: Combines two methodologies by using the classification methodology for paraprofessional level or feeder classifications, and broad banding for the highly technical professional work to allow flexibility to pay for highly specialized skills. 

• Class Series: Entry level or general support positions and those that require general technical proficiency are allocated to classes and become feeders to the banded jobs. 

• Banded: Journey‐level positions and higher with enterprise‐wide responsibilities, positions that require proficiency in a complex technical field, experts, managers and highest level of complex technical field advisors are included in a banded compensation structure. Position allocation to each band uses a point value system based on the identified job dimensions. Ranges of consideration further define positions.

Ranges of Consideration (ROC): Establish required ranges of consideration with additional flexibility for demonstrated hard to fill positions. They are determined using the market guideposts and point value for each specialty.  Salary progression is within the established range of consideration. 7

NEW IT COMPENSATION STRUCTURE

OFM‐SHR compensation subject matter experts analyzed the current IT pay practice and current pay structure. Additionally, they examined IT market trends using Washington state public and private data from several trusted sources and applied them to the new structure by:• Job level (Entry, Journey, Senior/Specialist, Expert); and• the 12 IT job families identified during the study process 

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NEW IT COMPENSATION STRUCTURE

Observations of the market data show:• 8 of the IT job families compensation trend close enough together to form a composite compensation trend line.  

• 4 IT job families were outliers from the identified trend

• No ‘Expert’ or ‘Senior IT Manager’ level in Customer Support Job Family

• No IT Architecture or Security at the Entry level. 

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NEW IT COMPENSATION STRUCTURE

Overall, IT compensation fall’s into three ‘buckets’ based on the market review:• Customer Support – falls below the composite market trend• Core IT Functions – combined creates composite market trend• Data Management, Quality Assurance, IT Project Management, IT Business Analyst, IT Vendor Management, Systems Administration, IT Policy & Planning, Network & Telecommunications

• Specialized IT Functions – each above the composite market trend • IT Architecture, IT Security, Applications Development

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Washington State IT Professional Market by Job Family

Linear (IT Architecture) Linear (IT Security) Linear (Market Average (Composite))

Linear (Data Management) Linear (IT Business Analysis) Linear (IT Policy and Planning)

Linear (IT Project Management) Linear (IT Vendor Management) Linear (Network and Telecommunications)

Linear (Quality Assurance (QA)) Linear (Systems Administration) Linear (Customer Support)

Linear (Application Development)

IT Architecture (Outlier)

Customer Support(Outlier)

Market w/out Outlier Families

Security (Outlier)

Apps Dev (Outlier)

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NEW IT PROFESSIONAL/TECHNICAL STRUCTURE

Job Family Entry Journey Senior /Specialist Expert 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 and Telecommunications

Quality Assurance

System Administration 12

IT Professional Technical/Compensation Structure

IT Architecture Supervisor IT Security Supervisor Application Development Supervisor

Customer Support- Supervisor Baseline Supervisor IT Architecture

IT Security Application Development Customer Support

Baseline

Band 2(Journey)

Band 4 (Expert)

Band 1 (Entry)

Band 3 (Sr/Specialist)

IT Manager

Sr IT Manager

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NEW IT COMPENSATION STRUCTURE

Pay Structure:• 6 Pay Bands – By level• 26 Ranges of Consideration ‐ Set by job family and level.

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Microsoft Excel Worksheet

NON‐IT CLASSIFICATION CHANGES

Preliminary notice on job class specification updates:• Not changing allocation criteria• Housekeeping / Class Plan Maintenance to update specifications so they are more relevant to current work• Majority of language changes are clarifying typical work statements

• Draft changes sent to agency and institution stakeholders for review and input.  

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Microsoft Excel Worksheet

MAJOR MILESTONES

Non IT Class Specification

Updates

"How to Write a Position

Description" Training

Delivered

IT Job Evaluation

Tool Automation Complete

IT Class & Comp

Policies, Rules & Procedures

IT Position Descriptions Submitted

Centralized Allocations Completed

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April 2017

May 2017

April 2017

June 2017

Aug 2017

Sept 2017

Impact Bargaining

IMPLEMENTATION TIMELINE

• Implementation Preparation: March – October 2017• Impact Bargaining• Position evaluations for allocation

• Transition Preparation: October 2017 – June 2018• Finalize rules and policies• Finalize processes and procedures• Additional training on evaluation tool• All required notifications

• Final Implementation: July 2018• New structure effective • Allocations effective

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