Who determines whether a manpower shortage exists in a class to adjust entry level salary?

The Civil Service Commission plays a pivotal role in determining whether a manpower shortage exists in a class, which is essential for adjusting entry-level salaries. This organization is tasked with overseeing the recruitment, selection, and compensation processes within the civil service framework. They analyze labor market trends, workforce supply and demand, and other relevant data to assess various occupations' staffing needs.

By conducting thorough reviews and studies, the Civil Service Commission can identify which classes or job categories face shortages of qualified applicants. This informed assessment allows them to recommend salary adjustments that may be necessary to attract candidates into positions that are difficult to fill. Their extensive regulatory and oversight responsibilities also ensure that any changes or adjustments made are aligned with broader civil service policies and fairness in compensation practices.

In contrast, the other entities mentioned have distinct roles. For example, a Chief Administrative Officer (CAO) typically oversees departmental operations, while a Council may focus on broader governance issues and policy making. Department Managers, while they may identify immediate staffing needs within their teams, do not have the authority to systematically evaluate manpower shortages across classes nor approve salary adjustments independently without the Civil Service Commission's findings and recommendations.