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Position Management
Salary, Compensation and Classification
For more information about salary, compensation and classification contact DAS Classification and Compensation.
Hay Evaluation Method
ORS 240.190 requires the State of Oregon to use a neutral and objective method of job evaluation. 
The Hay system method used by the State of Oregon determines the compensation of most positions.  It is a quantitative method that applies common factors with standard definitions to each class of work or individual benchmark position.
The Hay method of job evaluation is a structured means to rank positions and classifications.  It compares dissimilar types of work using a common set of values and assumptions.
The Hay System has three job factors that apply to all jobs:
  • Know-How (technical, specialized, managerial and human relations)
  • Problem-Solving (thinking environment and thinking challenge)
  • Accountability (freedom to act, impact on end results and magnitude)
A job context factor applied to some jobs is: Working Conditions (sensory and muscular effort, physical environment and hazards and work demands.)
The evaluation sets up relative internal relationships among classes and benchmark positions.  The point-to-pay relationship adopted by the state translates the evaluation to the internal salary level.  This is an important factor in setting the salary level for a classification.  
Central Evaluation Team 
State management employees trained in the Hay method make up the Central Evaluation Team (CET). They are from the Department of Administrative Services (DAS) and other state agencies. The CET generally meets twice a month, depending on need and other priorities.
From a statewide perspective, the CET evaluates new or significantly changed class specifications. The CET also evaluates individual Management and Executive Service "benchmark" positions in the Principal Executive/Manager (PE/M) series. State HR Policy 20.000.05 defines classification benchmark positions and identifies mandatory benchmarks.
A classification, in general, is a systematic arrangement of positions in groups or categories according to established criteria. State classifications are organized into the Classification Plan.   
The Classification Plan is a management tool that organizes the State’s diverse activities into groups of work and levels of skill, effort and responsibility.
A Classification Specification is a general description of work: its difficulty and complexity, its independence and authority, its supervisory responsibilities, and the qualifications needed for entry.   The Classification Specification is the standard used when comparing individual positions for correct classification. 
Positions are assigned to a classification (e.g., Natural Resource Specialist 2) after comparing the position’s attributes as expressed in a position description with different Classification Specifications.  The objective of this comparative review is to achieve the best possible fit when comparing the position description against the classification specification, which is the standard.    
Pay Option Codes
Certain pay option codes are used with certain classification series. The codes determine the salary rate available for each classification. For more information read the Pay Option Codes.