The Management Classification Review workstream is part of the Oregon Management Project that will convert the Principal Executive Manager (PEM)
series – most of Oregon’s 2,700 state managers – into more specific,
job-related classifications, and allow us to achieve our pay equity goals.
Management classification review timeline:
Between now and November 2022, DAS CHRO will meet with agencies to refresh agency allocations, meet with agency subject matter experts to develop new job classification specifications, and develop the classification allocation and pay equity processes.
We will be breaking implementation down into multiple windows lasting from November 2021 through November 2022. Each window will address a different group of job families and last three months.
Pay equity for TOMP:
The Pay Equity Analysis for TOMP Window 1 employees has been completed. If you changed salary ranges as a result of TOMP Window 1 and did not receive an email, please email firstname.lastname@example.org. For those employees who changed salary ranges as a result of TOMP Window 2, your pay equity analysis is currently underway – more information coming soon.
Allocation appeal process:
Current Principal Executive Manager (PEM) employees who have received their new TOMP allocation and do not agree with the job family and/or management level are able to file an appeal within 15 calendar days of the date on their notice. Please ensure you've reviewed the classification specifications and include what job family and/or level would be more appropriate for your position. Please allow up to 4 weeks for a response as we may need to reach out to your agency Human Resources office for assistance.
Please complete the Appeal Formand email to CHRO.TOMP@das.oregon.gov.
Classification specifications and agency levels:
The following guides are provided to aide in the determination of leveling Agencies, Directors, Deputy/Chiefs, Consultant Advisors, and Principal Executive Managers.
Subject matter expert resources:
Frequently asked questions:
Employees can be “off step” for a variety of
reasons. Some employees are being allocated from a non-PEM
classification, and their current salary range does not align with their new
TOMP salary range. Some employees are being allocated to classifications
with a job family specific pay line, and those rates differ from their current
PEM salary rate. Employees may also be off step due to specific
circumstances unique to their compensation and will need to review that with
their HR Department to determine why.
Being off step occurs when an employee's base pay in their current salary range is in-between established steps in a new salary range. An increase of at least one full step in the new salary range will be made at the next benefit service date (BSD). This increase cannot exceed the top step of the new salary range.
Employees who are placed off step in their TOMP allocation will retain their current rate of pay and benefit service date. A pay equity assessment will be conducted by DAS for employees who move to a higher/lower salary range. If the pay equity assessment indicates a higher step, then the new salary and step will be effective November 1, 2022. If the pay equity assessment results indicate no change in salary, the employee will remain off step until their benefit service date, at which time they will move to an established step in the range.
The above is a generally summary of the off step process, for the full policy please review the statewide policy Policy: 30.005.01 Effect of Position Classification Changes on Incumbents.
The scope of the Oregon Management
Project is currently focused on positions in the Principal Executive Manager
series. There are many classifications that have management service
positions (e.g. Internal Auditor) however, those are not in the scope
of this project.
Data collected in 2014 helped inform the structure of the new
classification system. Since we are utilizing the same system we
designed previously we do not need to collect addtional data.
DAS Classification and Compensation unit has partnered with Agency leadership
to appropriately place all PEMs into occupationally-specific classifications.
Given the majority of these classification’s overall position to market, the compensation structure for the new classifications will, with few exceptions, align with the current PEM compensation. The compensation structure will also look familiar, as the new classifications will continue with the step system.
Individual salary placement will be reviewed at the time of allocation. Depending on the allocation, some employees may see an increase to their salaries. In the unlikely event that an employee is allocated to a lower level classification, that employee’s salary will be retained. If an employee’s salary is above their new classification’s structural salary maximum, their salary will be held until the salary falls within the new range.
Employee salary placement will be determined based on classification allocation and a pay equity assessment. CHRO and agency human resources will utilize employees’ Workday profile to evaluate work history and qualifications. Employees need to ensure their Workday records are up to date for accurate analysis.
Employees will have an opportunity to review and appeal their classification and compensation placement during their designated implementation window. CHRO and agency human resources will review and send final allocation notices.
Each level in the PEM series equates to a specific classification management level in the new Oregon management series. The majority of positions will move laterally from their current PEM classification to the equivalent new management level classification. For example, the PEM D is equivalent to the Manager 1. The DAS TOMP team met with agency human resources staff, agency directors, or executive management teams to review and appropriately allocate each PEM position into the appropriate TOMP job family and management level.
Supervisor and Manager are industry standard terms for management service classifications. Supervisors execute established policies and procedures and make recommendations for revisions to policies, goals, and procedures. They are responsible for providing oversight of daily activities and training, setting priorities, and ensuring completion of tasks. They generally oversee technical/paraprofessional staff or lower-level supervisors. These positions report to higher-level program managers who have the ultimate accountability for the overall program or operation.
Managers organize work or direct its completion, often through subordinate supervisors. They translate plans and policies into effective production, set forth the general policy for accomplishment, set-up the organization to do the work, and exercise financial controls.
In most cases, this is a lateral move and only the classification title changed.
“Professional" is a specific definition for a category of work. The state defines professional as a field of activity, type of work, or vocation that requires specialized knowledge typically acquired from college course work at the bachelor's degree level or beyond. This is an industry standard term and refers to vocations/classifications such as Accountants, Human Resources, Professional Engineers, Natural Resources Specialists, Operations and Policy Analysts, Program Analysts, etc.
The State of Oregon conducts Fair Labor Standards Act (FLSA) analyses based upon the duties of each position. Your duties have not changed, therefore your FLSA status will not change.
Classifications are intended to be broadly written documents that capture the typical duties performed by similar positions. The classification specifications are never intended to detail every duty an employee performs, nor does it limit them to just those duties detailed in the classification.
The accountabilities and job duties section of the classification specification characteristically describe the type and level of work associated with job families. Individual positions may do all or some combination of the accountabilities and job duties listed, as well as other related responsibilities. Your individual position description outlines your assigned body of work and what you are accountable for.
majority of TOMP classifications use the existing salary ranges associated with
the PEM series. Your salary range will be listed on your allocation notice. You
can view the current PEM salary ranges posted on the Classification
and Compensation website. In most cases, it will be the same as your
Individual employees can submit an appeal if they believe they have been misallocated. To appeal, an employee will need to complete and submit the required documentation within 15 days of receiving their allocation notification.
You can file an appeal for the following reasons:
- You believe there is a more appropriate job family
- You believe the classification level is inaccurate; or
- You believe there is an error in your allocation
Appeals must be received within 15 calendar days from the date on your allocation notification.
A pay equity assessment will be performed on positions whose salary range changed as a part of the TOMP allocation process. This assessment will be performed after the effective date of the allocation. Any unscheduled salary adjustment as a result of this assessment will be effective retroactive to the effective date of the allocation.
Otherwise, employees may request an internal pay equity assessment per Pay Practices Policy 20.005.10.
The DAS TOMP team will partner with agency executives and human resources staff, as appropriate, in the review of the allocation appeals. We anticipate the classification appeal review process to be completed and employees notified within four (4) weeks of receiving an appeal.
Each classification is published in accordance with its implementation window effective date. For each of the job family specifications, DAS facilitates multiple subject matter expert meetings. As specifications are completed, they are posted on the TOMP Management Classification Review website.