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Equal Pay Analysis Project

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In compliance with the law, the Executive Branch of state government conducts an Equal Pay Analysis at least once every three years to assess and correct wage disparities among employees who perform work of a comparable character.

The 2024 Equal Pay Analysis is currently underway. The project is expected to proceed in phases. See timelines below.

Project Timeline – Employees in Phase 1

*Phase 1 includes most Executive Branch employees who were employed as of January 10, 2024, and remained in their same classification title through June 1, 2024.

Nov. – Dec. 2023: Employees update and confirm their Workday profiles, including their education and previous job experience.

Jan. – April 2024: Data validation, methodology decisions.

May – June 2024: Finalize step placement.

June 1, 2024: Effective date for pay increases as a result of the analysis.

July 25, 2024: All employee communication delivered.

July 25, 2024: Employee appeal window OPENS (30-day appeal window). See eligibility requirements.

August 1, 2024: Paycheck includes salary increases paid for June and July for eligible phase 1 employees who do not receive mid-month checks.

August 15, 2024: Paycheck includes salary increases paid for June and July for eligible phase 1 employees who receive mid-month checks.

August 24, 2024: Employee appeal window CLOSES.

August – November 2024: Appeal review. Appeal decisions issued within 120 days from date of employee appeal.

Week of November 18, 2024: Appeal decisions issued. Email sent to all employees who appealed during phase 1 containing instruction on viewing a revised appeal calculator in Workday.

*November 29, 2024 (Dec. 13, 2024 for mid-month): Paycheck includes salary increase for those who receive an increase during the appeal process. Increases are paid retro to the effective date (June 1, 2024) for eligible phase 1 employees.

  • Some compensation changes may require additional processing by agency HR offices and your payroll department, prior to reflecting in your paycheck. Reach out to your agency HR office if you have additional questions.



Project Timeline – Employees in Phase 2

*Phase 2 includes employees who were employed prior to June 1, 2024, not reviewed in Phase 1, and who remained employed beyond June 1, 2024. Primarily this phase includes those who were hired or changed positions January 10, 2024, through May 31, 2024. Some employees and classifications that were not part of the initial phase, and Seasonal employees. Employees hired or who changed positions beyond June 1, 2024, will be reviewed by the employing agency using the new methodology.

Aug. – Oct. 2024: Review, data validation.

Oct. – Nov. 2024: Finalize step placement.

June 1, 2024: Effective date for pay increases as a result of the analysis.

Week of November 18, 2024: Employee communication delivered.

Estimated Late November: Employee appeal window OPENS (30-day appeal window). See the following resources:

*November 29, 2024 (Dec. 13, 2024 for mid-month): Paycheck includes salary increase for those who receive an increase. Increases are paid retro to the effective date (June 1, 2024).

*Some compensation changes may require additional processing by agency HR offices and your payroll department, prior to reflecting in your paycheck. Reach out to your agency HR office if you have additional questions.

Estimated Mid - Late December: Employee appeal window CLOSES.

Estimated Dec. 2024 – Mar 2025: Appeal review. Appeal decisions issued within 120 days from date of employee appeal.

Estimated March 2025: Appeal decisions issued. Email sent to all employees who appealed during phase 2 containing instruction on viewing a revised appeal calculator in Workday.

*Estimated April 2025: Paycheck includes salary increase for those who received an increase during the appeal process. Salary increase is paid retro to June 1, 2024 for eligible phase 2 employees.

*Agency HR offices will receive a spreadsheet of appeals resulting in an increase. Some compensation changes may require additional processing work by the Agency HR and payroll department, prior to reflecting in your paycheck.




Project Files

2021 Oregon Equal Pay Summary

List of Project Partners

Methodology Comparison 

Equal Pay Analysis Methodology Overview

2024 Equal Methodology Presentation

How to Use the Executive Branch Equal Pay Calculator

How to read your Equal Pay Analysis Notice (Calculator)



Frequently Asked Questions

About the Project

​​​​​​Oregon state government is committed to fair employment practices and non-discrimination, including equitable compensation, for all employees. The Equal Pay Project includes an analysis of the compensation of current state employees in the executive branch that perform similar work to assess and correct any wage disparities based on the law.

Oregon's Equal Pay Act​ makes it unlawful for any Oregon employer to:

Discriminate between employees, in wages and other compensation for “work of a comparable character," on the basis of a protected class;

An employer may pay employees for work of comparable character at different compensation levels if all of the difference in compensation levels is based on a bona fide factor that is related to the position in question and is based on:

      (A) A seniority system;

      (B) A merit system;

      (C) A system that measures earnings by quantity or quality of production, including piece-rate work;

      (D) Workplace locations;

      (E) Travel, if travel is necessary and regular for the employee;
​
      (F) Education;

      (G) Training;

      (H) Experience;

      (I) Any combination of the factors described in this paragraph if the combination of factors accounts for the entire compensation differential.



​​​​An equal pay analysis means an evaluation process to assess and correct wage disparities among employees who perform work of a comparable character.

Employees with similar bona fide factors  (e.g., seniority, experience, education) should be compensated similarly.​

Phase 1 employees include those Executive Branch employees who were employed as of January 10, 2024, and remained in their same classification title through June 1, 2024. Any salary increase as a result will be retroactively effective to June 1, 2024. (See Timeline above)

Phase 2 employees include those who were hired or changed positions January 10, 2024, through May 31, 2024. Some employees and classifications that were not part of the initial phase, will be considered in our second phase. Any salary increase as a result will be retroactively effective to June 1, 2024. (See Timeline above)

The equal pay analysis is currently being conducted and any pay adjustments as a result of the analysis will be effective June 1, 2024. (See Timeline above)

  • ​Phase 1 Executive branch employees will be notified via email in Summer 2024.

  • ​Phase 2 Executive branch employees will be notified via email in Fall of 2024. (See Timeline above)​.

2024 Methodology Updates

Certain factors of the methodology used to calculate the compensation step for employees based on the bona fide factors of education, previous relevant experience, and seniority system have changed.

  • ​Previous caps on step placement have been removed. Each classification has been assigned an experience deduction.

  • Credit is being given for highest advanced degree received, regardless of minimum qualification requirements or job relevance.

  • Credit for previous relevant experience is now weighted at 0.5 (2 years = 1 step).

  • Credit for time in current classification title is still weighted at 1.0 (1 year = 1 step).​

As of June 1, 2024, the highest advanced degree received will be given as an experience credit in determining the appropriate step placement, regardless of if the degree is relevant to the position.

  • Associate degree is equivalent to 1.5 years' experience.

  • Bachelor degree is equivalent to 3 years' experience.

  • Master degree is equivalent to 4 years' experience.

  • Education Specialist (EDS) is equivalent to 4 years' experience.

  • Doctorate degree is equivalent to 5 years' experience.​

​​​No. The change to the Equal Pay calculation has no bearing on what is expected for minimum qualifications that require or use a relevant degree or education to be met.​​

​The weight is the value given to each year of previous relevant experience to determine the appropriate salary step for an employee. As of June 1, 2024, each year of previous relevant experience is given a .5 weight for all classifications. Thus, 2 years of previous relevant experience equals 1 salary step.​

​​​Previously, initial step placement was capped at a certain step level depending on the classification, regardless of previous relevant experience. These caps have been removed, which allows a candidate to be hired into any step within the classification's salary range, consistent with the Equal Pay methodology.​​

An analysis was conducted on the previous experience and description of work you entered in your Workday job history and compared to your current classification. Relevant experience being any past experience, tasks, and duties relevant to a job in terms of skills or knowledge required. It does not necessarily mean that you must have worked in the exact role or had the same job title before. ​

Relevant prior experience may include – volunteer experience, internships, practicums, and residencies when determined to be relevant to the classification/job, when applying the definition, above.

​​​Time in current classification title is counted from the date you were hired, allocated, reclassified, or moved into your current classification title.

Each classification has a Required Experience Deduction; this represents the relevant previous experience expected to perform the basic duties of a given classification. This is similar to the previous methodology of deducting the minimum qualification for classification. This deduction is applied the same to all employees within a specific classification. ​​

​​The information considered includes data from your time in current classification title, previous relevant experience, and education information you provided in your Workday profile.​

​​Yes. A document (calculator) will be uploaded to your Workday profile, with the specifics related to your calculation.


To view your calculator: Log into Workday, click on your photo or avatar, click View Profile, click Personal in the navigation panel, then click Documents in the upper section. You will find it under Worker Document

To view your step and salary: Log into Workday, click on your photo or avatar, click View Profile, then click Compensation in the navigation panel. The compensation screen will show your current step and salary amount.

​​Yes, the tool has been updated to reflect the new methodology.​​

Scope of the Analysis

Employees in the executive branch, and executive service employees with the Oregon State Treasury are within the scope of this project. This includes represented, unrepresented, management service, temporary and limited duration employees. ​

Employees not included are those with the Secretary of State's Office, employees of agencies not subject to ORS 240, and classification with specific policy, practice, or CBA language that provides another method to administer pay based on bona fide factors of the law.​

​​​Employees were asked to update their Workday profile by December 31, 2023. These updates should reflect experience, both paid and unpaid (including the employee's current classification), and education (including whether a degree was received and field of study). Employees are grouped by classification and then data analytics are used to determine the relationship between seniority, experience, education, and compensation to identify salary placement.​

​All employee data was pulled on January 10, 2024. Employees who were hired or changed positions from January 10, 2024, through May 31, 2024, will be reviewed separately in phase 2. (See timeline above for phase 2).
​

Newly hired Executive Branch employees or those who have changed jobs since June 1, 2024, will not be reviewed through the equal pay analysis. Employees will be hired using the new equal pay methodology for an equitable salary placement in comparison to those who are part of the analysis. If you are a Represented employee and do not feel you are being paid equitably, please follow the process outlined in your Collective Bargaining Agreement . If you are an unrepresented/management employee, please refer to State HR Policy 20.005.10 (Pay Practices) for steps you can take.


Notices

​The first phase of employees to receive an analysis and calculator were employed as of January 10, 2024, and remained in their classification. Their notice was uploaded into their worker documents in their Workday profile and a notice was sent on July 25, 2024.​

Phase 2 will be notified the week of November 18, 2024.

Log into Workday, click on your photo, click 'view profile', click 'Personal' in the left-hand blue section, then click 'documents' in the upper section. You will find it under 'Worker Document'. 

A lower recommended step displayed on the calculator can be for a variety of reasons, including position movement language in Collective Bargaining Agreement or policy. An employee's pay will not be lowered as a result of the Equal Pay Analysis.

Salary Adjustments

​If you were identified in phase 1 as receiving an increase, you will get a notification in July 2024 and should see the increase on your August 1, 2024 paycheck. The effective date of your increase is June 1, 2024. *If you received a mid-month check in July, your retroactive pay back to June 1 will be reflected in your mid-month August paycheck (August 15).

Please note: If you received an equal pay adjustment, but your new step is not reflected in Workday, please reach out to your agency Human Resources office.
​

​Phase 2 is expected to see increases on their Nov. 29, 2024, paycheck.

  • ​​Some compensation changes may require additional processing by agency HR offices and your payroll department, prior to reflecting in your paycheck. Reach out to your agency HR office if you have additional questions.

​No, employees cannot be paid above the top step of their salary range. ​

​No. The methodology has changed and how equitable pay is determined using the bona fide factors resulted in your increase. Your previous pay was reflective of the previous methodology, which complied with law.​​

To view your step and salary:  Log into Workday, click on your photo, click 'view profile', click 'Compensation' in the left-hand blue section. This screen will show your current step and salary amount. 

How to Appeal

To be eligible you must:

  • Be included in one of the Phases by receiving an equal pay calculator in your Worker documents section of Workday.

  • Appeal during the appeal window for the phase you were included in.

  • Be below the top step of the salary range for your job classification as of June 1, 2024.

  • ​First ensure you're eligible to appeal and within your appeal window.

  • Then review/update your Workday profile before your appeal deadline. (See FAQs in “Updating Workday Profile Information" for instructions).

  • Next, submit the Workday Appeal form before your appeal deadline. The appeal form link can be found in the Employee e-mail communication sent to you. (See e-mail above).

  • As a reminder, if you are in phase 2 of this project, you will have the same appeal rights/process, it will be after you are notified of the results. (See Timeline above)​​.

Appeals must be based on the bona fide factors used in the analysis. These are: education, seniority system (time in current classification), and relevant experience.​

​You may appeal the results of your equal pay analysis.

See FAQ “How do I appeal my equal pay analysis".

If updating your Education (degrees) in Workday: Ensure the “degree received" box is marked 'yes' or 'no' for each degree listed, if applicable.​

You may appeal the results of your equal pay analysis.

See FAQ “How do I appeal my equal pay analysis" for more information.

If updating your Job History (experience) in Workday: Ensure your prior job history has start and end dates listed for all previous jobs, and your current job has a start date with no end date.​

DAS shall make a good faith effort to provide a written response to the employee’s appeal no later than one hundred and twenty (120) calendar days following receipt of the submitted appeal.

Employees will be notified with the results of their appeal via e-mail as well as an uploaded calculator in your Workday profile​.​

Employees will receive notification no later than 120 days from the date the appeal is submitted.​

Any compensation changes as a result of an appeal will be effective June 1, 2024.​

Appeal Results

​Phase 1 - The appeal window has ended for employees that were included in phase 1 of the Equal Pay Project, and they cannot appeal again. These employees can request an unscheduled pay equity review as provided in their Collective Bargaining Agreement or Statewide policy. 

Phase 2 - Employees that are included in phase 2 of the Equal Pay Project have a later appeal window. These employees will receive information about appeal rights on their Equal Pay notice, which will be e-mailed mid-November. ​

​As of June 1, 2024, the highest advanced degree received will be given as an experience credit in determining the appropriate step placement, regardless of if the degree is relevant to the position.

  • Associate degree is equivalent to 1.5 years' experience.

  • Bachelor degree is equivalent to 3 years' experience.

  • Master degree is equivalent to 4 years' experience.

  • Education Specialist (EDS) is equivalent to 4 years' experience.

  • Doctorate degree is equivalent to 5 years' experience

Certificates, trainings, and multiple degrees are not considered in the Equal pay calculation.​

​Each classification has a Required Experience Deduction; this represents the relevant previous experience expected to perform the basic duties of a given classification. This is similar to the previous methodology of deducting the minimum qualification for classification. This deduction is applied the same to all employees within a specific classification. 

The Required Experience deduction is not a bona fide factor that can be appealed. This is part of the calculation methodology for Equal Pay.​

​If you wish to seek further recourse, you may refer to your Collective Bargaining Agreement or Statewide Policy for more information. You may be eligible to request an unscheduled pay equity review as provided in your Collective Bargaining Agreement or Statewide policy. Nothing in this process precludes you from submitting a claim to the Bureau of Labor and Industries in accordance with BOLI’s administrative rules or pursuing other legal recourse.​​​

​An analysis was conducted on the previous experience and description of work you entered in your Workday job history and compared to your current classification. Relevant experience being any past experience, tasks, and duties relevant to a job in terms of skills or knowledge required. It does not necessarily mean that you must have worked in the exact role or had the same job title before.

During the appeal review your job history provided in Workday was evaluated for relevance to your current position. If specific experience was not included in your appeal calculator it was determined to not be relevant by the definition provided above.​

​The initial review may have included previous experience as relevant. Upon the appeal review certain jobs may have been determined to not be relevant in the calculation of Equal Pay and resulted in a lower step placement recommendation.

If you received and increase in the initial Equal Pay review and see a lower step recommendation on you appeal calculator there will be no reduction or reversal of your pay increase.​

​The appeals process reviewed the information provided in your Workday profile including your time in current classification, education, and relevant previous experience.

Specific questions that you may have included in your appeal submission may have been out of the scope of the appeals process. You can refer to the information provided on the Equal Pay Project webpage, contact your agency Human Resources department or email the Equal Pay team for other questions.​

Updating Workday Profile Information

Yes, please note the work out of class classification name and include your duties in your job history.

Previous duties performed in a WOC can be considered “relevant previous experience" if applicable to the classification being assessed, be sure to include the start date and end date of the WOC.​

Current duties performed in a WOC are not considered for 'time in current classification' for the purpose of the Equal Pay Analysis, as credit is already given for time in current classifications title in your base classification. ​

Yes, please note the work out of class classification name and include your duties in your job history.

Previous duties performed in a WOC can be considered “relevant previous experience" if applicable to the classification being assessed, be sure to include the start date and end date of the WOC.​

Current duties performed in a WOC are not considered for 'time in current classification' for the purpose of the Equal Pay Analysis, as credit is already given for time in current classifications title in your base classification. 

​Yes, please note the job rotation classification name and include your duties in your job history. Be sure to include the start date and end date if this a previous rotation, and if it's your current role enter a start date with no end date. ​

Miscellaneous

Please reach out to your agency Human Resources office. For a list of contacts please refer to “Equal Pay Contacts".

No, the purpose of the equal pay analysis is to ensure that individuals are compensated at equitable levels relative to others in their same job classification and who have similar seniority, experience, and education. If you believe your job is not in the correct classification, you may contact your agency Human Resource office or local union representative for information about requesting a classification review.


Quick Links

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Contact Us

chro.payequity@das.oregon.gov