Annual Compensation Plans & Reports

The policy of the State of Colorado is to provide a competitive total compensation package to ensure that the State is able to recruit, reward and retain a qualified workforce. To support this policy, the State's total compensation philosophy is to provide employees with pay increases that recognize employee performance and contributions, and group benefit plans that are competitive with prevailing market trends.

The Department of Personnel & Administration, Division of Human Resources is responsible for setting and maintaining the State of Colorado compensation plans and follows the annual compensation timeline below. 

Annual Employee Compensation Cycle

  • September 15: In accordance with C.R.S. 24-50-104(4), the State Personnel Director is required to submit an Annual Compensation Report for annual adjustments to the State of Colorado's total compensation package. The Department of Personnel & Administration prepares these findings with data from private and public organizations to compare the total and component values and costs. In order to support the development of this report, the Department contracts with a third-party compensation consultant with actuarial experience every other year to perform the total compensation study.
  • May: Following the legislative process, the State Personnel Director announces the final compensation plan for the upcoming fiscal year.
  • July 1: Implementation of the Annual Compensation Plan occurs at the beginning of the fiscal year.

Annual Compensation Plans and Reports

FY 2020-21       FY 2019-20       FY 2018-19       FY 2017-18


Meet and Confer - FY 2020-21 Total Compensation Survey Process and Methodology 

Each year, the Colorado Department of Personnel & Administration, Division of Human Resources (DHR) analyzes survey data to measure and compare the total compensation package offered to the State's classified employees. DHR contracted with a third-party compensation consultant, with actuarial experience, to perform this survey analysis. The consultant performing the FY 2020-21 survey is Arthur J. Gallagher & Co. This analysis is conducted to ensure the total compensation package is competitive when compared to private industry and other government entities. Findings in the Annual Compensation Report are used to develop recommendations for salary adjustments, medical, dental, and basic life insurance plan premium contributions, and leave benefits. The survey results are submitted to the Governor to assist in developing his proposed budget.


Additionally, pursuant to C.R.S. 24-50-104(1)(b), DHR also conducted a System Maintenance Study on the Electronics Specialist, Electronic Engineer, and Customer Support Coordinator class series. This study was conducted in response to an independent assessment recommendation. The purpose is to determine whether the class structure is current and accurate, whether established pay grades and relationships are appropriate, and whether specific classes should be revised, abolished, or created.


DHR conducted a Meet and Confer session to explain the FY 2020-21 analysis process and methodology used in collecting information for the Total Compensation Survey and explain the process for the System Maintenance Study, provide an overview of the proposed Job Evaluation Letter (JEL) and recommendations.


Final changes made from the System Maintenance Study are published in the JEL are posted on

Documents from the FY 2020-21 Meet and Confer are available below.