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The City of Portland, Oregon

Office of Management & Finance

Bureau of Human Resources

Knowledgeable | Helpful | Responsive

Phone: 503-823-3572

Benefits Line: 503-823-6031

111 SW Columbia St., Ste 550, Portland, OR 97201

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Classification and Compensation

  • Classification Requests The Classification and Compensation unit receives many classification requests annually

Classification and Compensation (“Class/Comp”) ensures the City has a consistent methodology for classifying work with an objective, citywide perspective. This provides a competitive advantage in marketing the City as an employer of choice. It enables the City to recruit and retain talented employees by offering competitive wages and opportunities for career advancement. Class/Comp also helps bureaus effectively organize their work and create the foundation for employee success.

Class/Comp develops and manages the City’s classification and compensation plans and systems. The Class/Comp division exists to be the objective caretaker of public funds used to compensate employees in work to serve the community. Class/Comp serves to create internal equity in compensation and ensure market competitiveness. All work that is done in the City must be classified—described in a consistent format that reflects a uniform assignment of work across all bureaus/offices. These classifications are used to determine pay. The City’s pay structure is the tool used to manage compensation appropriately and equitably for all employees.

What's the latest? Class Comp Study Update

On September 5, 2018, City Council approved an Ordinance creating a new classification structure and compensation plan for non-represented work effective December 13, 2018. This Ordinance was based on recommendations from the recently completed Citywide Non-Rep Class Comp Study.

During the first phase of the Study, each non-represented employee submitted a Position Description to Class Comp to document their unique body of work. New classifications were created based on those Position Descriptions. Each position was then allocated to one of the new classifications. The total number of non-represented classifications decreased from approximately 450 to 150, as classification specifications became more broad and generic. Following allocation, Class Comp surveyed the market for compensation information. That market information, along with data on internal alignment, became the basis for the new compensation structure.

 For detailed information about the Study including the Request for Reconsideration process and schedule, please click here.