Management Classification Review

​​​​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 Equal Pay assessment will be conducted by DAS for employees who move to a higher/lower salary range.  If the equal pay assessment indicates a higher step, then the new salary and step will be effective November 1, 2022.  If the equal pay 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.​

​​No! 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. 

​​The DAS Classification and Compensation unit has partnered with Agency leadership to appropriately place all PEMs into occupationally-specific classifications. ​

​​​Employee salary placement will be determined based on classification allocation and a equal pay 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. ​​

​​​The 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 current salary.​​

​​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 equal pay 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 equal pay 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.​​