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Workforce Development Toolkit - Workforce analysis and growth

Workforce analysis and growth


All Washington State agencies are required to comply with the Washington State compensation structure, which consists of a collection of salary schedules, definitions and application of overtime eligibility designations, assignment pay premiums, shift premiums and standby pay rates as determined by the Assistant Director of State Human Resources. The salary schedules include the minimum and maximum amounts for each salary range assigned to the class. Salaries may vary depending on whether a position is non-represented or union represented. Check with the human resources office to find out whether a position is represented or non-represented. The CBA associated with each position will provide specific rules associated with compensation.

Additionally, wage adjustment may occur depending on Legislative approval. To learn more, refer to the State Human Resources general wage information site.

Classification allocations

Each position in WSDOT is allocated to a class based on assigned duties as described in the Classified Position Description. The allocation of positions is made following a review and analysis of the duties and responsibilities assigned to the position, as well as a comparison to the definition and distinguishing characteristics in the class or occupational category found in State Human Resources classes or occupational category specifications. The HR Desk Manual provides an overview of the classification process for General Service employees who are not represented by a collective bargaining agreement (CBA). For employees represented by a bargaining agreement, refer to the specific CBA for more information. You should work with your Human Resources Consultant for assistance. A link to the State HR job classification site is above under the Compensation section.

Position Description

A Position Description is an official document describing the functions and tasks assigned to a position. Per WAC 357-13-030, the agency must maintain a current position description for each position. Each position description must include the following:

  • List the primary duties and responsibilities currently assigned to the position
  • List the required competencies as determined by the employer
  • Identify the essential functions
  • Include any other job-related information as needed

It is important to have a well-written position description; it can be utilized in many of the positions actions in HR to include recruitment, performance management, reasonable accommodation and layoff.

WSDOT's allocation process

Your local HR Consultant is your best resource for questions regarding WSDOT'''s allocation process. Depending on the nature and type of position request, your HR Consultant will guide you through the various requirements, including supporting documents and required signatures. Local HR will conduct a classification review and analysis, working closely with you to fully understand responsibilities of the position. Some position requests may need to go through the agency's General Service Committee, ITPS Committee or WMS Committee for review. Once complete, your HR Consultant will provide notification of the resulting allocation.

Information related to the department's general service allocation process is located in the HR Desk Manual, Chapter 18 (PDF 169KB); for WMS, Chapter 13 (PDF 226KB).

For Exempt positions please work directly with your HR Consultant.

Position types

There are several different types of positions. The following provides a brief description of each:


Washington General Service (WGS)

A system of personnel administration that applies to classified employees or positions under the jurisdiction of RCW 41.06 which do not meet the definition of manager found in RCW 41.06.022.


Washington Management Service (WMS)

WMS is a personnel system established separately for civil service managers in state government. Per WAC 357-58-005, State managers have a crucial role in ensuring that the public receives needed government services in the most efficient and cost-effective manner possible. Managers must direct the development and implementation of policies and programs that achieve results. Managers must attract, develop, and retain a competent, productive workforce in order to successfully carry out state programs. In addition, managers must build and sustain a workplace culture that focuses on performance and outcomes.

For more information on WMS, please refer to the Washington Administrative Code (WAC) Chapter 357-58 Washington Management Service or speak to your HR Consultant.



Exempt employees typically are at will positions and serve at the pleasure of the Appointing Authority. Exempt is the term used to identify positions exempt from state civil service law. These positions do not have the same rights as classified positions. A position can be designated exempt either by statute or by the State Human Resources at the request of the Governor or other elected official.


Permanent Position

A full-time position or full-time equivalent (FTE) that is linked to a fully funded source and will have continuous and consistent work.


Non-Permanent Position

An appointment made by the agency that does not result in either status as a state employee or status in a job classification. Below are some examples of when to establish a non-permanent position:

  • The need for a short-term appointment to accomplish a special assignment
  • The need for a short-term appointment due to workload peak/backlog
  • The need for a short-term appointment to perform duties at a higher level of classification that warrant a salary increase

Project Position

Project positions are classified positions established for purpose of a defined project for which the agency expects the work to be of a time-limited nature with an expected end date.


Clone Position

Each WSDOT employee is required to have a 1 to 1, position to employee, relationship within HRMS. The clone position will have a unique 8-digit HRMS position number. An issue of a new 5-digit WSDOT position number with the addition of a lowercase "c" at the end will cross-reference the position being cloned. A clone position will mirror exactly the info types/properties of the position being cloned in HRMS.

Examples of when to establish a clone position:

  • During a non-permanent assignment to backfill in the absence of a permanent employee when the permanent employee is out on an extended leave. The employee in this non-permanent assignment will be appointed to the clone position number
  • During an employee overlap when one employee is leaving and another employee has been appointed to the permanent position. This overlap would be for training and knowledge transfer. In this case, the leaving employee will be reassigned to the clone position and the newly appointed permanent employee will be assigned to the permanent position number

In Training

In-training positions are permanent positions for which the employer identifies and utilizes defined training steps to guide employees to perform the duties and responsibilities of the goal class.

Exit interviews

Exit surveys provide valuable data used to support classification and compensation proposals and help to inform strategies for improving organizational health and implementing change management. The questions focus on reasons for leaving and employee responses are used in support of and to inform WSDOT agency emphasis areas of Workforce Development, Resilience, and DEI.

Questions regarding exit survey data can be directed to your local HR consultant or you may access aggregate exit data on OFM’s Statewide Exit Survey site using the exit data dashboard.

Workforce reports and program plans