16
menlBwhich must depend upon legisla
tive! appropriations from the general
fund for its monies. The Civil Service
Commission has in the past and will
continue to.’ do its utmost to secure sat-
isfactory salary rates for all state em
ployees Svhile realizing that the financial
condition of the state establishes |§ im -
iting factor.
Wages and Salaries Actions
The Civil Service Commission has of
cou r p l conducted an extensivONsalary
during the past summer and
will recommend to the Governor and
next legislative session a revised pay
plan {.which will do much to improve
relationship -of state salaries with
salaries being paid in private industry.
Whereas salaries were formerly estab
lished by " appointing authorities with
little or no reference to the employees,
the employees have taken a definite part
in the development of the Civil Service
Compensation Plans through exercising
their right of making recommendations
to the Commission and appearing at
public hearings conducted by the Com
mission prior to the adoption of any
salary range. An avenue has been es
tablished for a democratic means of
development of pay schedules through
the cooperation of employees concerned.
In the development of the Pay Plan
the Civil Service Commission, because
of its neutral position and attempt at
Objective evaluation of the value of
various state positions, has discovered
variohsWlassificatioris of work which,
in comparison with salaries of other po
sitions within the state service, were
underpaid under the earlier system. As
a result of Commission action, these
classifications are now receiving salar
ies which are equitable with other class
ification's. W ithout this type of pay
determination, such positions would
undoubtedly have continued for an in
definite' period to receive inequitable
pay,
Through increases in salary ranges
and the normal meritorious increases
within ranges, the average state salary
has been increasing^ since the estab-
lishment of the Civilgaeri|^|fprogram.
As a measure;' of this, the average state
salary, as computed by the State Budget
Office, has increased 2 2 . 15 % from Jan-
u afl 1, 1947, to October 1, 1948. Dur-
ing the year since November
1947,
the Civil Senate Commission has re-
vised upward salary ranges for 91 class
ifications and has adopted salary ranges
for 45 new classifications.
In the summer of 1947 it was be
coming evident that the recently adopt
ed pay planw as Becoming inadequate
because of the continuing increase I in
B H H g j j K n g . When the problem
arose the Ciyil Service Commission con-
ducted a survey to determine the degree
to which state salaries were falling be
hind. As a result of thisWurvey, the
Commissioh met with the Governor in
the fall of 1947,and recommended that
the incW S| in cost of living be recog
nized by granting a special salary ad
justment to employees. Because of the
death of ^IgBling state* Jofficials, the
matter was delayed and no immediate
action was taken. Further recommenda Examinations and Promotions
Through its examination program the
tions were submitted in writing to the
new Governor in January, 1948. The Civil Service Commission is now open
Oregon State Employees Association ing channels of promotion which were
and other groups kept the problem con - never before available to the employee.
stantly before The administration and Whereas in many cases promotions
H a result the M ^ ^ s t of living in across,, departmental lines had been ta
crease was adopted effective June 1, boo, it will now become common in
1948. Here again, there now exists for the advancement of qualified employ
the first time an agency which can ees. Prior to the establishment of exam
conduct the necessary research and make inations the individual had no way of
recommendations to state administra ^securing information as to the vacan
cies in higher categories that were open-
tive officials on such problems.
pfi