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Equal Pay Analysis Project

data-detail-cropped.pngIn compliance with the law, the executive branch of state government conducts an Equal Pay Analysis at least once every three years to assess and correct wage disparities among employees who perform work of a comparable character.

The 2024 Equal Pay Analysis is currently underway. The project is expected to proceed in phases per the timeline below.

Project Timeline

Nov. – Dec. 2023 (Complete): Employees update and confirm their Workday profiles, including their education, previous job experience and certifications.

Jan. – March 2024 (Current): Data validation, methodology decisions.

April – May 2024: Finalize step placement.

June 1, 2024: Effective date for pay increases as a result of the analysis.

July – Sept. 2024: Appeals process.

Project Files

2021 Oregon Equal Pay Summary

List of Project Partners

Frequently Asked Questions

About the Project

​​​​Oregon state government is committed to fair employment practices and non-discrimination, including equitable compensation, for all employees. The Equal Pay Project includes an analysis of the compensation of current state employees in the executive branch that perform similar work to assess and correct any wage disparities based on the law.

Oregon's Equal Pay Act​ makes it unlawful for any Oregon employer to:

  • Discriminate between employees, in wages and other compensation for “work of a comparable character," on the basis of a protected class;
  • An employer may pay employees for work of comparable character at different compensation levels if all of the difference in compensation levels is based on a bona fide factor that is related to the position in question and is based on:

          (A) A seniority system;

          (B) A merit system;

          (C) A system that measures earnings by quantity or quality of production, including piece-rate work;

          (D) Workplace locations;

          (E) Travel, if travel is necessary and regular for the employee;
    ​
          (F) Education;

          (G) Training;

          (H) Experience; or (I) Any combination of the factors described in this paragraph if the combination of factors accounts for the entire compensation differential. Seek or use the salary history of an applicant before an employment and salary offer has been made;
  • Screen applicants on the basis of current or past compensation; or
  • Determine compensation for a position based on current or past compensation of a prospective employee.​


​​An equal pay analysis means an evaluation process to assess and correct wage disparities among employees who perform work of a comparable character.

Employees with similar bona fide factors  (e.g., seniority, experience, education) should be compensated similarly.​

​Employees in the executive branch as of January 1, 2024, are in scope of this equal pay analysis. The analysis is currently being conducted and any pay adjustments as a result of the analysis will be effective June 1, 2024.

​​The equal pay analysis is currently being conducted and any pay adjustments as a result of the analysis will be effective June 1, 2024. ​

Executive branch employees will be notified via email in Summer 2024. ​

Scope of the Analysis

Employees in the executive branch, with the exception of the Secretary of State's Office, are within scope of this project. This includes represented, unrepresented, and management service as well as limited duration employees. ​

Employees are asked to update their Workday profile by December 31, 2023. These updates should reflect experience, both paid and unpaid (including the employee's current position), education (including whether a degree was received and field of study), and/or professional certifications. Employees are grouped by classification and then data analytics are used to determine the relationship between seniority, experience, education, and compensation to identify salary placement. ​​

​Yes, all employees in the executive branch, with the exception of the Secretary of State's Office and employees in management and executive service with the Oregon State Treasury should update their Workday profile information.​

Yes, all employees in the executive branch not at the top step of their salary range, with the exception of the Secretary of State's, are within scope of this project. ​

Yes, all employees in the executive branch not at the top step of their salary range, with the exception of the Secretary of State's Office, are within scope of this project. ​

No, the purpose of the equal pay analysis is to ensure that individuals are compensated at equitable levels relative to others in their same job classification and who have similar seniority, experience, and education. If you believe your job is not in the correct classification, you may contact your agency Human Resource office or local union representative for information about requesting a classification review. ​

Appeals

Yes, all employees can appeal their Equal Pay Analysis determination. Information about the appeals process and deadlines will be shared with all employees in the Spring of 2024. ​​​

Salary Adjustments

June 1, 2024, is the effective date of any pay adjustments.  ​

​No, employees cannot be paid above the top step of their salary range. ​

Updating Profile Information

​You can update your Workday profile information using the job aid: equal pay profile update.

Job Profile

​Yes, please note the work out of class assignment and include your duties in your job history. Please don’t forget to include effective dates.​​

You can add a job history item and indicate you are on job rotation. Be sure to include the classification name, duties, and the dates. ​

Miscellaneous

​​​​​If you are a represented employee, please follow the process outlined in your Collective Bargaining Agreement​.

If you are an unrepresented employee, please refer to State HR Policy 20.005.10 (Pay Practices)​ for steps you can take.

Quick Links

Pay Equity Main Page >

Pay Equity Assessments >

Contact Us

chro.payequity@das.oregon.gov