Job and Pay System

​​​State Job Classification System

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In collaboration with agencies, job de​scriptions 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 position description &/or performance plan. 

Job descr​ipti​ons​ are composed of 4 major components: Job Summary, Job ​Responsibilities, Entry Qualifications, and Competencies.​

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.

Job Responsibilities

 

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.

Entry Qualifications

 

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.

 

Competencies

 

Describe the knowledge, skills, abilities,​ attributes, or other characteristics that contribute to successful job performance.​​