Market Salary Survey Methodology
THE FOLLOWING OUTLINES THE METHODOLOGY USED TO DEVELOP THE MARKET PAY TABLES.
View the pay associated with a classification specification.
DEFINITION OF "MARKET PAY"
Market pay is a wage and salary rate paid for a specific job, that is determined by continual and consistent analysis of the competitive job market.
SOURCES OF INFORMATION FOR DETERMINING "MARKET PAY"
- Central States Survey - prepared by the Central States Compensation Association, which includes the states of Nebraska, Colorado, Idaho, South Dakota, Montana, Utah, Arizona, Nevada, New Mexico, North Dakota, Oregon and Washington. This survey data contains actual salaries paid for comparable jobs in state government. It is collected on an annual basis.
- Wyoming Wage Survey - prepared by the Department of Employment is used to provide supplemental data and contains wage information on occupations in state government, local government and the private sector.
COMPONENTS OF "MARKET PAY"
Entry hiring rate for each classification title.
Competitive Market Minimum for each classification title.
Competitive Market Average which is the market rate (benchmark average) for each classification title.
Competitive Market Maximum for each classification title 2006.
COMPENSATION PROCESS
- July 1, 2006 – 3.5% external cost adjustment (ECA) to market for all permanent and probationary employees
- July 1, 2006 – move employees with 2 years of service ( ) to the beginning of fair and equitable pay range at a cost of $0.0 million to the General Fund
STATE COMPENSATION POLICY
The State Compensation Policy is developed by a multi agency group of experts in human resources, policy analysis, and an employee association. The policy was implemented on September 1, 2004 and it was revised March 1, 2010 to incorporate updated market figures and some policy changes. The policy details how agencies can address market, recruitment, hiring, promotion, reclassification and other compensation issues in a fair and consistent manner across agency lines.
CRITERIA AGENCIES SHOULD CONSIDER WHEN ESTABLISHING EMPLOYEE PAY
- Occupational Classifications
- Applicant Pool
- Local / Regional Job skills, education and experience
- Difficulty in recruiting and retaining employees
- Agency-specific information indicating need for a broader market
- Turnover Salary in relation to “fair and equitable pay” range
REVIEW PROCESS
State agencies shall be allowed to comment on the market pay determination made under this process. The market pay outcome shall be reviewed by the State Employee Compensation Commission. Every Executive Branch state agency shall follow this methodology