Classification,Compensation & Pay Equity

Source: PDF pp. 443-444 ↗ · raw: 443 · 444

Breadcrumb: Service Area Summaries > City Operations > Bureau of Human Resources > Classification,Compensation & Pay Equity

City of Portland Fiscal Year 2026-27 Proposed Budget City Operations > Bureau of Human Resources > Classification,Compensation & Pay Equity Classification,Compensation & Pay Equity Budget Revenues by Fund 2023-24 Actuals 2024-25 Actuals 2025-26 Revised Budget 2026-27 Proposed Internal Revenues $1,804,375 $2,223,600 $2,342,058 $1,900,029 General Fund $1,804,375 $2,223,600 $2,342,058 $1,900,029 Grand Total $1,804,375 $2,223,600 $2,342,058 $1,900,029 Program Expenses by Major Object Program expenses only include personnel, internal materials and services, external materials and services, and capital. 2023-24 Actuals 2024-25 Actuals 2025-26 Revised Budget 2026-27 Proposed External Materials and $116,376 $79,035 $574,375 $99,000 Services Internal Materials and $5,338 $1,617 $736 $481 Services Personnel $1,374,415 $1,523,482 $1,766,947 $1,800,548 Grand Total $1,496,128 $1,604,133 $2,342,058 $1,900,029 Program Description and Goals Classification, Compensation & Pay Equity develops and maintains the City's classification and compensation structure. The classification framework provides a consistent standardized description of work and minimum qualifications. The compensation system seeks to achieve market competitiveness and internal equity. The Pay Equity program manages compliance with the Oregon Equal Pay Act by analyzing and adjusting pay using quantifiable factors. Two distinct programs are part of the oversight of the team. The Language Pay Differential program is used to compensate qualifying multilingual City employees who use their language skill to assist the community with accessing city services. Direct engagement with employees citywide, language test providers, and the city's Language Access Program manager within the Office of Equity and Human Rights is necessary to administer the $1 an hour pay differential for eligible employees. The second program is oversight of the Salary Commission. The Classification, Compensation and Pay Equity Manager is responsible for leading the establishment of the board, including recruitment, and facilitation of the board's activities which 443

City of Portland Fiscal Year 2026-27 Proposed Budget culminate in setting the wages for the Mayor, Auditor, and City Councilors. https://www.portland.gov/bhr/class-comp ↗ Services Classification Reviews; Compensation Offers and Pay Adjustments; Classification and Compensation Studies; Language Pay Program; Organizational Design Consultation; Pay Equity Reviews; Position Description Support; Salary Commission Equity Impacts The Classification, Compensation & Pay Equity team supports equity by analyzing City jobs objectively, setting pay using consistent quantifiable factors and managing compensation structures and policies to comply with the Oregon Equal Pay Act. The classification system provides an equitable employment system by setting unbiased selection standards with minimum barriers to employment. Changes to Program The Classification, Compensation & Pay Equity team continues to work to build a sustainable pay system for City employees and to address critical structural challenges. During fiscal year 2025-2026, the team was charged with making process improvements to reduce processing time for classification requests; implementing a centralized process to review working out of classification requests lasting more than 30 days; conducting large group classification and compensation market studies; and developing improved methods to monitor changes in span of control for supervisory positions. Core realignment efforts for communications, human resources, information technology, procurement, and budget and finance also creates an increased demand for Class Comp to process requests for position creation, abolishment, transfer, and reclassification. For FY 2026-27, the Classification, Compensation and Pay Equity team will lose one limited term Human Resources Analyst II (1 LTE) due to the expiration of multi-year, one-time funding to support the PROTEC17, CPPW, and AFSCME classification studies as agreed to during bargaining. 444

Parent: Bureau of Human Resources · PDF: pp. 443-444 ↗