Simplified State Job Classification and Grade Format FAQs
The North Dakota State Government job classification system is changing. A new simplified and streamlined job classification and grade level format will be active for all North Dakota state classified jobs beginning on July 1, 2020.
Please review the following information regarding the job classification and grade level change, and the job classification change information sheet. If you still have questions, you may contact your agency’s human resources staff or HRMS.
What is changing?
ND State Government’s classification system is going to a more simplified and streamlined structure. The result will reduce the current 22 grades to a new 10 grade structure. Additionally, the current 850+ classifications that exist under the current system will be reduced to around 100 classifications within 16 job families. Job families are as follows:
- Administrative & Office Services
- Compliance, Inspection & Investigative Services
- Engineering & Planning Services
- Facility Services
- Fiscal Services
- Human Services
- Information Services
- Medical Services
- Natural Resources & Environmental Services
- Professional Services
- Program Manager
- Protective Services
- Trade Services
How will the job classification and grade system change impact me?
- This change will NOT impact your salary, working job title or duties.
- Fewer and wider salary ranges with higher maximum salary amount in every grade, allow for greater salary flexibility as your skills, training and job duties grow.
- Agencies will make greater use of working (or functional) job titles rather than classification titles.
Why is the state job classification and grade system changing?
Discussions were held with Human Resource (HR) staff across many agencies regarding the current classification system. The following themes were consistently heard:
- There are too many classifications in our current system.
- The current classification structure is based on narrowly defined, task-driven, hierarchical classifications in a rigid compensation structure.
- Narrow salary ranges that limit movement within the range is seen as a hindrance to properly compensating employees without initiating the reclassification process.
- The current classification system and pay grade structure is often seen as a barrier to effective organization of work and the utilization and development of employees.
- Agencies would like a system that allows a position to evolve providing more opportunity for the natural development of the position without artificial job level barriers.
- Agencies would prefer a system in which work assignments are accommodated without an immediate need to review classification and pay grade, allowing supervisors the flexibility to address pay increases within a wider classification range.
What are the benefits of the new classification system?
- Agency management gains flexibility to utilize positions and assign work based on need of the organization rather than preexisting job classifications and titles.
- Broadens the focus from job content and scope to include knowledge, skills, and contributions of the individuals doing the work.
- Allows a position to evolve – providing opportunity for a more natural development without artificial job level barriers.
- Changes in work assignments can be accommodated without an immediate need to review the classification and pay grade.
- Enhances the pay for performance system, allowing managers to better recognize and reward performance, individual development, and personal contributions.
- Streamlines salary administration processes and promotes lateral career growth.
- A more competitive classification and compensation structure improves retention and recruitment.