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| Human Resources Administration - Compensation |
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The state’s job classification and compensation system is designed to assist in management activities and facilitate a number of human resource management goals including recruitment, selection, performance management and salary administration. The classification system is a tool for organizing the work and identifying the knowledge and skills needed to accomplish the diverse missions of state organizations.
In accordance with O.C. G.A. 45-20-1, it is the responsibility of the Department of Administrative Services to establish and maintain the state’s job classification and compensation structure and in consultation with agencies establish state-wide criteria for the implementation of associated rules and policies. |
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Job and Pay System |
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State Job Classification System |
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In collaboration with agencies, job descriptions are established on an enterprise level. The state job classification system is grouped into 17 occupational families and is used to classify agency positions into appropriate jobs. Position specific information is maintained at an agency level as represented in the employee's performance plan.
Job descriptions are composed of 4 major components: Job Summary, Job Responsibilities, Entry Qualifications, and Competencies |
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Job Summary |
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A short statement that summarizes the most important features of a job, including the general nature of the work performed (duties and responsibilities) and level (e.g. skill, effort, responsibility and working conditions) of the work performed. The summary and description are written broadly enough to represent the functionality across multiple state agencies. |
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Job Responsibilities |
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One or a group of duties that identifies the major purpose or reason for the existence of the job. Typically 70% of the position responsibilities should be represented in the job. Additional responsibilities and expectations should be maintained at the position level. |
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Entry Qualifications |
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Minimum education and/or experience needed to enter the job. Entry qualifications are established on a state level. For recruitment purposes, agencies may add position level criteria such as specific degrees and/or Preferred Qualifications necessary to meet organizational needs. |
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Competencies |
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Competencies describe the knowledge, skills, abilities, attributes, or other characteristics that contribute to successful job performance. |
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State Job Descriptions |
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Search for state job descriptions in the searchable database. |
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Job Descriptions |
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State Salary Plan |
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The State Salary Plans are maintained in accordance with federal and state laws and applicable State Personnel board Rules. The primary plan used by state agencies is the Statewide Salary Plan (SWD), which covers 82% of employees in executive branch agencies. |
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 Statewide Salary Plan (SWD)
Pay Addenda |
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Redesign Project |
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Information regarding the Redesign Project– can be found using the following link: |
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Job Redesign Project (Password Protected) |
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Compensation Related Rules and Policies |
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Compensation rules approved by the State Personnel Board have been created to govern employees’ salary: salary upon promotion, demotion and transfers, Incentive Pay Programs, Pay for Performance, Overtime Pay, and Pay Addenda. A user-friendly version of the State Personnel Board Rules is available on the Board Rules, Policy and Compliance page on the DOAS Website. |
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| Title | Description | Date |
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| Salary (Rule 12) | Information pertaining to In Pay Status, Reporting Hours in Pay Status, Calculating Salary Payments, Salary Adjustments, Performance Based Increases, and Conditional Pay Supplements. | 6/20/2012 | | Incentive Pay (Rule 13) | Information regarding implementation, administration, and funding of Incentive Pay Programs. | 6/20/2012 | | Pay for Performance (Rule 14) | Information pertaining to eligibility and administration of Performance-Based Increases | 6/20/2012 | | Performance Management | Information regarding the Performance Management guidelines and processes. | 6/20/2012 | | Overtime Pay | This policy contains rules, regulations, and procedures that govern working hours, overtime pay, and compensatory time. | 6/20/2012 | | Pay Addenda | A list of approved conditional pay practices, pay schedules, pay delivery, and stipends. | 12/5/2012 |
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Labor Market Data and Analysis |
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Labor market research and analysis is conducted in support of the state’s compensation and salary administration programs. This strategy is established to ensure that compensation (as a function) supports the business strategies, vision and overall success of organizations within the state. Throughout the year, SPA participates in local, regional and national surveys, conducts custom surveys, and maintains a salary survey library as a resource available to the state HR community. |
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Survey Library |
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The Compensation Survey Library is an extensive resource of both public and private sector salary information. There are more than 60 surveys from nationally recognized survey vendors including Watson-Wyatt, Mercer, and Hewitt. Surveys selected match the diverse job categories in the competitive labor markets for the state. Market factors include geographic location (local, regional and national markets), industry, job function, maturity level of the organization and more. Vendors selected follow established best practice criteria in the collection and reporting of data to insure data integrity and validity. |
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WorldatWork Professional Certification |
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The HRA Division of DOAS is pleased to announce a special pricing agreement with WorldatWork for all e-learning certification courses. Invest in your career by working toward one or more WorldatWork professional designations. |
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