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State Workforce

Human Resources

The Office of the Chief Human Resources Officer's (CHRO) purpose is to provide direction and services to promote a stable and qualified workforce in Oregon state government, while reflecting the state's values of accountability, equity, excellence and integrity. We oversee state agencies' human resources (HR) functions: Classification and Compensation, HR Policy, Executive Recruitments, Labor Relations and Workforce Development. We also provide services to state agencies for a variety of HR needs, including operations and systems through service level agreements. ​​

Under the law, some agencies have authority to manage their workforce independent of DAS administrative rules, policies, and human resources reporting systems. Examples include Oregon Lottery, Oregon Judicial Department, the Oregon University System, and Oregon's semi-independent boards and commissions.​​​
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Employee Positions 

The following report provides an introduction to budget related issues for state employee positions, and was prepared in 2016 by the Legislative Fiscal Office (LFO)​.

How Employee Positions are Created, Budgeted and Used  

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State Employee Salaries

Each annual salary is 12 times that of a particular employee's monthly adjusted salary rate as of June 30th based on fiscal year. "Annual Salary" includes most differential payments (such as work-out-of-classification and bilingual differential), but excludes payments for overtime, shift differential, benefits, and vacation payout. 

This report does not include annual salaries for employees of semi-independent agencies, seasonal employees, temporary employees, Board and Commission members, Oregon State Treasury or records protected by court order. 

Salary data fields that are blank are due to the pay type/frequency being on as “as needed” basis and not predictable or typical. Examples would include but are not limited to: judges that are given a daily rate when called for service.

Prior to 1979, state employees paid 6% of their salary toward PERS (Public Employees Retirement System).  In 1979, during bargaining, the State and the union (SEIU – Service Employees International Union) agreed that the State would begin paying the 6% into employees PERS accounts. This increased employee’s take-home, pay even though salary rates remained the same because employees no longer had to pay the 6% out-of-pocket. 

Beginning November 1, 2016 for SEIU represented employees and February 1, 2019 for the majority of the remainder of State employees, rather than the State continuing to “pick up” the 6% by paying it directly into an employee’s PERS individual account program (IAP), these funds have been transferred to the employee’s pay.

Contributions as a pre-tax deduction are then made by the employee, into the employee’s PERS IAP.  To help offset this transfer from state paid contributions to employee paid contributions, the State agreed to a 6.95% base wage increase. 

Any additional payroll tax (Social Security, Medicare, and Mass Transit tax), and increased PERS contribution, incurred as a result of the “buy back”, will be covered by an additional 0.95 % paid by the state into the employee’s pay. While this will increase employee’s base wages by 6.95%, the intent of the buyout is to be relatively cost neutral to employees.​




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State Employee Salaries: Data Viewer


To open the data viewer below, click the   icon in the top right corner of the frame. A new window will open and provide a wide range of tools to visualize, filter, graph, and download the data. ​


 

 ​​Salaries of State Agencies - Multi-Year Report

 
 

 


Oregon Lottery: Salaries

Employee Salary Reports: Oregon State Lottery  

The Lottery separated from the State’s payroll system on June 1, 2013. This was done to improve productivity and efficiency of the Lottery’s payroll process, by partnering with Ceridian, a payroll service provider who provides an automated time and attendance system, and a Human Resource/Payroll system.  

These reports reflect the annual salary rate based on assigned primary duties and work effort at the time. They do not include payments for overtime, shift differential, benefits, vacation payout, etc. Salary data may not reconcile to a full-time annualized salary rate or actual wages paid. Reasons include fluctuations in work effort, and terms\conditions of employment that can change over time. 


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