Gov 5: Personnel
UTAH'S GOVERNMENT WILL RECRUIT, DEVELOP, AND RETAIN QUALITY AND EFFECTIVE PERSONNEL Other Information:
Literature in the compensation field indicates that a state must be within 10% of the market average in order to compete for
the best talent. The key performance measure and industry standard of competitiveness is the percent of benchmark jobs whose
average actual pay is below market by 10% or more. Although Utah's benefits as a percentage of salary exceed the market by
4%, that does not compensate for the lower salary. Fifty-seven percent of our benchmarks are below the market by 10% or more
when we look at actual average salaries, the highest it has been in at least 8 years. The benefits package is only 1.36% better
than market if compared on an equal salary footing. What this indicates is that comparable benefits will show up as a higher
percentage of the lower salary. Since state salaries are lower than private, our benefits seem higher when converted to a
percentage. To compensate for this, we looked at what our benefits would be as a percentage if the State paid market salaries.
We can reasonably conclude that we are right on the market and that any difference in total compensation with the market is
explained solely by salary. Looking Ahead: Measures are being taken to increase the pay of state employees working under the
market average, specifically those in the information technology and education fields.
Indicator(s):
|
