ENTERPRISE IT PROFESSIONAL/TECHNICAL STRUCTURE IMPLEMENTATION STAKEHOLDER BRIEFING

Transcription

1 ENTERPRISE IT PROFESSIONAL/TECHNICAL STRUCTURE IMPLEMENTATION STAKEHOLDER BRIEFING

2 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. 2

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

4 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. 4

5 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 5

6 NEW IT PROFESSIONAL/TECHNICAL STRUCTURE INFORMATION TECHNOLOGY Paraprofessional (General Government & Higher Education 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 6

7 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

8 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 8

9 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. 9

10 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 10

11 Washington State IT Professional Market by Job Family IT Architecture (Outlier) Security (Outlier) Apps Dev (Outlier) Market w/out Outlier Families Customer Support (Outlier) 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) 11

12 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

13 IT Professional Technical/Compensation Structure Band 4 (Expert) IT Manager Sr IT Manager Band 1 (Entry) Band 2 (Journey) Band 3 (Sr/Specialist) IT Architecture Supervisor IT Security Supervisor Application Development Supervisor Customer Support- Supervisor Baseline Supervisor IT Architecture IT Security Application Development Customer Support Baseline 13

14 NEW IT COMPENSATION STRUCTURE Pay Structure: 6 Pay Bands By level 26 Ranges of Consideration Set by job family and level. Microsoft Excel Worksheet 14

15 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. Microsoft Excel Worksheet 15

16 MAJOR MILESTONES Impact Bargaining Non IT Class Specification Updates IT Job Evaluation Tool Automation Complete Centralized Allocations Completed April 2017 April 2017 May 2017 June 2017 Aug 2017 Sept 2017 "How to Write a Position Description" Training Delivered IT Position Descriptions Submitted IT Class & Comp Policies, Rules & Procedures 16

17 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 17