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DAS Equal Pay Analysis

In compliance with Oregon Equal Pay Act (ORS 652.220), DAS 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 in the Executive Branch.

Each Equal Pay Analysis is unique. The timeline below shows highlights from the historic efforts.

2017 – HB 2005, Pay Equity Law Signed

  • Agencies stopped reviewing candidate salary history
  • Executive branch agencies began conducting pay equity assessments

2018-2019 – First Statewide Analysis

  • Survey analysis and regression analytics were used to identify pay disparities
  • Pay adjustments were made, as needed
  • Training was provided to human resources staff and managers

2021 – Second Statewide Analysis

  • Contracted with Segal Consulting to conduct the assessment
  • Implemented Pay Calculator Tool (now known as Oregon State Step Calculator)

See the 2021 Oregon Equal Pay Summary for a full overview of this effort.

2024 – Most Recent Statewide Analysis

  • Contracted with Segal Consulting to conduct the assessment
  • Changed the DAS Equal Pay Methodology by:
    • Removing step caps for new employees
    • Providing an experience equivalent for the highest advanced degree received, regardless of whether the degree is required for the position. 
    • Standardizing experience weights to .5 across all jobs (two years of experience equals one step)

See the 2024 Equal Methodology Presentation for an overview of the changes made during this project.

    Most recent updates to this page were made on May 4, 2026.





    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.

    ​An analysis was conducted on the previous experience and description of work you entered in your Workday job history and compared to your current classification. Relevant experience being any past experience, tasks, and duties relevant to a job in terms of skills or knowledge required. It does not necessarily mean that you must have worked in the exact role or had the same job title before.

    Time in current classification title is counted from the date you were hired, allocated, reclassified, or moved into your current classification title.​

    Each Classification has a Required Experience Deduction; this represents the relevant previous experience expected to perform the basic duties of a given classification. This deduction is applied the same to all employees within a specific classification.​

    The information considered includes data from your time in current classification title, previous relevant experience, and education information you provided in your Workday profile. ​​

    Yes. A document (calculator) will be uploaded to your Workday profile, with the specifics related to your calculation.

    To view your calculator: Log into Workday, click on your photo or avatar, click View Profile, click Personal in the navigation panel, then click Documents in the upper section. You will find it under Worker Document

    To view your step and salary: Log into Workday, click on your photo or avatar, click View Profile, then click Compensation in the navigation panel. The compensation screen will show your current step and salary amount.​


    Quick Links

    Equal Pay Main Page >

    Equal Pay Assessments >

    Contact Us

    chro.equalpay@das.oregon.gov