Job and Pay System
Compensation Related Rules and Policies
Labor Market Data and Analysis
Consulting Services
World At Work Certification
The Compensation Division provides professional Human Resources Management consultation as part of the state’s initiative to attract, develop, and retain top talent. Our services are based on best practices and our division functions include: Conducting job and labor market research and analysis and developing and implementing equitable pay/rewards policies and guidelines.
In order to facilitate partnerships and better meet the needs of our customers, each agency is assigned a specific Compensation Consultant. Our consultants are available to provide strategic compensation consultation and a wide range of technical assistance to state agencies.
Please use the dropdown list below to view your Compensation Consultant contact information.
State Job Classification System
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 approximately 96,000 state employees into 785 job titles. Position specific information is maintained at an agency level as represented in the employees performance plan.
Job descriptions are composed of 4 major components: Job Summary, Job Responsibilities, Entry Qualifications, and Competencies
Job SummaryA 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 broad enough to represent the functionality across multiple state agencies.
Job ResponsibilitiesOne 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 QualificationsMinimum 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.
CompetenciesCompetencies describe the knowledge, skills, abilities, attributes, or other characteristics that contribute to successful job performance.
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Job Titles
New job titles are composed of the Occupational Level, Title Description, and Job Level. Both the Occupational Level and Job Level represent a career path which shows progression within state jobs.
Occupational LevelsThere are four occupational levels within each of the 17 occupational families:
Support Staff(SS) – Jobs at this level involve closely following instructions with little deviation from established procedures or direction.
Technical Staff(TS) – Jobs at this level involve the application of technical skills.
Professional Staff (PS) – These jobs involve the application of higher-level knowledge, skills, and abilities.
Management (M) – These jobs involve the performance of advanced management functions (such as budgeting, directing staff resources, high-level planning, etc.).
« topJob LevelsWorking Level Guide:
Within each job series are four levels. These levels define the level of proficiency and responsibility of the job.
Entry Level (EL) – Entry/Training
Working Level (WL) – Working/Full Proficiency
Advanced Level (AL) – Advanced/Expert
Supervisor (SP) – Supervisory
Manager Level Guide:
In addition there are 3 levels for management positions. The Management levels are determined by the scope of responsibility:
MG – Manager
MG1 – Mid-Manager
MG2 – General Manager
New Job Title Example
PS: Accountant (AL) ⇑
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⇓Occupational Level Title Description Job Level Competency Framework
The state uses a Competency Framework of behavioral and technical competencies to drive both individual and organizational performance
« topTechnical Competencies:Job specific knowledge, skills or abilities that relate to success in a given job or job family, (e.g., knowledge of accounting principles, knowledge of human resource law and practice, ability to correctly apply accounting theories according to GAAP and agency policies/procedures.)
Behavioral Competencies:Person specific behaviors, knowledge, skills, abilities, and other characteristics that contribute to individual success in the organization. Can apply to all (or most) jobs in an organization or be specific to a job family, career level or position. (e.g., teamwork and cooperation, communication)
Sample Technical CompetenciesKnowledge of the organization and function of state government
Knowledge of organizational forms, materials and distribution practices
Ability to use area specific databases
Skill in writing comprehensive technical reports
Ability to lead and organize the work of others
Statewide Core/Leadership CompetenciesCustomer Service
Teamwork and Cooperation
Results Orientation
Accountability
Judgment and Decision Making
Talent Management
Transformers of Government
Additional Behavioral CompetenciesCommunication
Conflict Management
Creativity and Innovation
Cultural Awareness
Flexibility
Initiative
Negotiation and Influence
Professional Development
Project Management
Teaching Others
Team Leadership
Click HERE for additional information about Competency Management. www.spa.ga.gov/competencyManage/index.asp
State job descriptions can be found on the searchable database located on the SPA Website. Please visit the following link:
SPA Job Description Page - www.spa.ga.gov/jobdescriptionsapp/jobsalaryinfo.aspState Salary Plans
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.
There are 23 pay grades on the SWD and each grade is composed of a minimum, midpoint, and maximum salary. The most recent statewide salary structure is effective August 1, 2009, and can be found using the following link:
« topRedesign Project
In the upcoming months, the state of Georgia will complete the transition to a new job classification structure. The purpose of Georgia’s new statewide job structure is to create a sound foundation that allows for effective and efficient delivery of Talent Management programs that motivate and engage the state’s workforce. Information regarding the Redesign Project – including new job titles and descriptions, entry qualifications, consultant contact information, and general project information – can be found using the following links: www.spa.ga.gov/jobdescriptionsapp/jobsalaryinfo.asp
www.spa.ga.gov/jobredesign/HR_login.asp(password protected)Compensation Related Rules and Polices
Compensation rules approved by the State Personnel Board have been created to govern employees’ salary, Incentive Pay Programs, Pay for Performance, Overtime Pay, and Pay Addenda.
SalaryPlease click here to find information pertaining to In Pay Status, Reporting Hours in Pay Status, Calculating Salary Payments, Salary Adjustments, Performance Based Increases, and Conditional Pay Supplements. http://rules.sos.state.ga.us/docs/478/1/12.pdf
Incentive Pay ProgramsFor information regarding implementation, administration, and funding of Incentive Pay Programs, please visit the following link: http://rules.sos.state.ga.us/docs/478/1/13.pdf
Pay for performanceInformation pertaining to eligibility and administration of Performance-Based Increases can be found using the following link: http://rules.sos.state.ga.us/docs/478/1/14.pdf
Information regarding the Performance Management guidelines and processes can be found using the following link: www.spa.ga.gov/employees/eperformance.asp
Overtime PayThe Overtime Pay Policy is a joint policy between Office of Planning and Budget and State Personnel Administration. This policy contains rules, regulations, and procedures that govern working hours, overtime pay, and compensatory time. www.spa.ga.gov/employees/rules/OT_Policy.asp
Pay Addenda« topA list of approved conditional pay practices, pay schedules, pay delivery, and stipends can be viewed using the following link: http://www.spa.ga.gov/word/AddendaCompPlan
Labor Market Data and Analysis
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.
« topSurvey LibraryThe 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. For more information, or to schedule an appointment, please contact your compensation consultant.
Custom SurveysThe Compensation Division conducts annual custom surveys to gather salary data for healthcare and public sector positions. Participants include area hospitals, Georgia counties, Boards of Education, and southeastern state governments. The data collected from the surveys is analyzed and published in SPA’s Annual Public Sector, Healthcare, and Southeastern States custom surveys.
To learn more about our custom surveys please contact Pauline Moon at (404) 463-8524 or Pauline.moon@spa.ga.govConsulting Services
In addition to services described above, SPA Compensation Consultants are available to conduct agency specific fee-based services. The State Personnel Administration is pleased to offer Strategic Job Market Information Services to assist customers in making informed job classification and salary administration decisions. In-depth classification and compensation studies can be designed to meet your organizational needs.
What can you expect from Strategic Job Market Information Services?
We have the necessary resources already in place to provide complete and exemplary service: extensive survey resource library of public and private sector data, existing database of prospective survey participants, experience in developing and conducting custom surveys to meet organizational needs.
Experience Counts!
Our Market Data Specialists have extensive experience in:
Conducting labor market data research and analysis surveys utilizing proven techniques and best practice standards.
Collaborating with customers to meet business needs in support of sound salary administration decisions.
The provision of objective, unbiased and legally defensible salary data.
Reporting findings consistent with industry standards.
For Additional information please contact your SPA Compensation Consultant. You may also contact the Compensation Division at 1-877-318-2772 or by using the Contact Compensation form. (Click Here)
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