Career Classifications


Effective July 1, 2020, the North Dakota State Government job classification system changed. A new simplified and streamlined job classification and grade level format was implemented for all North Dakota state classified jobs.

Following is information regarding the job classification and grade level change, and the job classification change information sheet. Questions? Contact your agency’s human resources staff or HRMS.

What changed?

ND State Government’s classification system transitioned to a more simplified and streamlined structure, resulting in a reduction of grades from 22 grades to a 10-grade structure. Additionally, the 850+ classifications that existed under the previous system was reduced to around 100 classifications within 16 job families. Job families are as follows:

  • Administrative & Office Services
  • Analyst
  • Compliance, Inspection & Investigative Services
  • Education Services
  • Engineering & Planning Services
  • Facility Services
  • Fiscal Services
  • Human Services
  • Information Services
  • Manager/Director/Chief
  • Medical Services
  • Natural Resources & Environmental Services
  • Professional Services
  • Program Manager
  • Protective Services
  • Trade Services

How did the job classification and grade system change impact me?

  • This change did NOT impact your salary, working job title or duties.
  • Fewer and wider salary ranges with higher maximum salary amount in every grade, allow for greater salary flexibility as your skills, training and job duties grow.
  • Agencies will make greater use of working (or functional) job titles rather than classification titles.

Why did the state job classification and grade system change?

Discussions were held with Human Resource (HR) staff across many agencies regarding the previous classification system. The following themes were consistently heard:

  • There were too many classifications in the previous system.
  • The previous classification structure was based on narrowly defined, task-driven, hierarchical classifications in a rigid compensation structure.
  • Narrow salary ranges limited movement within the range was seen as a hindrance to properly compensating employees without initiating the reclassification process.
  • The previous classification system and pay grade structure was often seen as a barrier to effective organization of work and the utilization and development of employees.
  • Agencies wanted a system that allowed a position to evolve providing more opportunity for the natural development of the position without artificial job level barriers.
  • Agencies preferred a system in which work assignments are accommodated without an immediate need to review classification and pay grade, allowing supervisors the flexibility to address pay increases within a wider classification range.

What are the benefits of the new classification system?

  • Agency management gains flexibility to utilize positions and assign work based on need of the organization rather than preexisting job classifications and titles.
  • Broadens the focus from job content and scope to include knowledge, skills, and contributions of the individuals doing the work.
  • Allows a position to evolve – providing opportunity for a more natural development without artificial job level barriers.
  • Changes in work assignments can be accommodated without an immediate need to review the classification and pay grade.
  • Enhances the pay for performance system, allowing managers to better recognize and reward performance, individual development, and personal contributions.
  • Streamlines salary administration processes and promotes lateral career growth.
  • A more competitive classification and compensation structure improves retention and recruitment.

What is my grade under the new, simplified format?

new pay grade comparison chart

What are the new salary ranges for each grade?

table of monthly salary ranges