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Geography > Laos migration case study > Flashcards

Laos migration case study Flashcards

Where is Laos and what are some of its key characteristics?

It is a landlocked LIDC located in South East Asia, with a population of 6.8 million. It is a very poor country with a GDP of US$1660 per capita and a HDI rank of 141 out of 188 - very low. 73% of people living there are employed in agriculture. It is a communist state, although started to liberalise in the 1990s. It joined ASEAN in 1997. It has limited influence and restricted ability to respond to change in the global migration system. Remittances bring much needed income. Human trafficking is a major problem for the government. It is heavily reliant on aid. The government anticipates by 2025 hydroelectric power will be the country’s biggest source of revenue

Describe the patterns of emigration in Laos

Net migration of -1.1 person per 1000. 1.3 million Laotians live abroad - mainly in Thailand (930,000). 200,000 live in the USA, other main countries where Laotians reside include Bangladesh and France.

Why is there lots of emigration from Laos (e.g. to Thailand) in relation to subsistence farming?

Many working on land are subsistence farmers, which holds no promise of financial gain. But there is a lack of alternative occupations in rural areas, and there is insufficient land available for farming and periodic droughts, which lead to food insecurity.

What are other reasons for emigration from Laos?

Motivation to follow others who have returned from financially successful migrations Daily minimum wage in Thailand is 300 baht, compared to only 80 baht in Laos Many Laotian families rely on remittances as a main source of income (although this creates local social inequalities between those who do receive remittances and those who do not. Low levels of education in Laos mean many are only suited to low-skilled jobs, as there is demand for in Thailand’s rapidly growing economy. The Thai language and culture is familiar There is improved access to Thailand across the Mekong River

Describe the patterns of immigration in Laos

Only 20,000 foreign-born immigrants - mainly Vietnamese (10,000), but also from China, Thailand and Cambodia

What are the reasons for migration into Laos?

Employment opportunities in government-driven policies funded by the World Bank - to link countries in the region by highways, bridges and tunnels. Many Vietnamese immigrants work in construction and mining. Increasing developments in hydroelectric power industry - require construction workers and some highly skilled engineers and technicians to bring expertise.

Describe the problem of human trafficking in Laos

Laos is a major source country for human trafficking. In 2013 36% of the population were under 15 - increasing number of entrants into the work force in a country where opportunities are limited. Vulnerability of migrants to forced labour and sex exploitation in Thailand is of major concern to the government and international organisations. Recent example is trafficking of underage footballers from Liberia to Laos to play for Champasak United

Have government policies been effective?

No - many young migrants do not obtain required passport and risk fines on return

How have governmental organisations, UN agencies and NGOs aimed to implement a more stringent anti-trafficking policy?

3 stranded approach (3 Ps):

• Prevention - awareness campaigns, education, more child protection, alleviation of poverty reducing the need to migrate
• Protection - repatriation and reintegration of returning migrants, including shelters for women who may need counselling
• Prosecution - investigation of trafficking networks, training border officials, strengthening legal framework

As a member of ASEAN, Laos is subject to its laws on migration. What does this include?

Newly formed ASEAN Economic Community (AEC) aims to allow freer movement of skilled labour from 2015 Mutual Recognition Agreements allow professionals employed in nursing, medicine, dentistry, architecture and tourism to have greater freedom of movement between ASEAN countries after 5 years of working in their country of origin

ASEAN countries are becoming increasingly interdependent. Describe the interdependence between Laos and Thailand

The Laos-Thailand migrant corridor dominated numerically by the outward flow of unskilled Laotians to work in Thailand - contribution to the Thai economy is in construction, agriculture fisheries and factory work - remittances greatly assist development in Laos. Laos-Thailand Cooperation committee has been established - has helped to strengthen communication and trade - Thailand is principle access to the sea from Laos Thailand has funded large health service development and a drugs treatment centre in Laos Laos and Thailand work together as members of the Mekong River Commission to manage flooding and economic activities in the basin and the Don Sahong hydro-power project Laos signed agreements to build rail links between Thailand and Vietnam in 2012 - will open Laos up to development. Thailand and Laos are both members of COMMIT which helps combat human trafficking

How does the Laos-Thailand migration corridor create opportunities?

Helps stimulate political and economic cooperation in terms of trade, investment, development projects and security. Creates job opportunities for unskilled Laotian workers who would otherwise be working in subsistence farming

How many projects is Vietnam involved in in Laos?

400 - economic cooperation and reciprocal labour migration. Political stability is improving between Laos, Thailand and Vietnam

Why do Laotians depend on migrant remittances so much?

22% of families live below the poverty line - economic impact of this money on local and national development ranges from basic domestic appliances to agricultural machinery. Laos is dependent on migrant remittances but aims to become less dependent

What are the challenges presented by migration in Laos?

Most economic migrants are low-skilled, of limited education and under 18. Many travel illegally and are vulnerable to human trafficking, forced labour and exploitation Laos government policies have been difficult to implement due to lack of money and information, and relies on transnational governance by organisations such as the UN, IOM, ILO and NGOs if it going to be successful There is a loss of skilled labour such as carpenters and mechanics to countries such as Thailand, and this is set to increase as wage differentials remain high and there is freer movement within ASEAN Economic Community - brain drain Laos garment industry is the largest sector of manufacturing employment in Laos, but many workers, particularly young female workers, leave seeking higher wages and better factory conditions in Thailand

How does Laos have limited influence on the global migration system?

Government does not have an accurate record of migrants (due to a lack of money able to be invested in border control, censuses, other means of gathering this information) - difficult to create policies and ways of developing and attracting migrants without the information to make decisions and back them up Lots of human trafficking which cannot be recorded, only estimated, and policies to prevent this have been ineffective in the past The general population have limited skills that are sought after by other countries. For example the 140,000 visas that the USA gives to highly skilled foreign workers each year are unattainable fort the majority of Laotians There is no control on the economies of the countries bordering Laos, and no way of preventing migrants from leaving jobs in Laos for higher-paid ones in Thailand and other ASEAN countries. - And can send remittances Limited state bureaucracy - difficult for government to attract migrants to repatriate No control of age/sex imbalance in China, which has led to the trafficking of young women - border controls weak due to lack of money

How have certain plans made by Laos in order to improve its development been controversial?

Environmental concerns with creation of dams along Mekong river in order to develop hydro-electric power industry and develop further - however, granting these projects to foreign powers often means immigration increases as they use their own citizens to complete the work

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OCR A LEVEL – YEAR 13

A-level summary (all topics).

Podcast revision: Inverness and Lympstone , Middlesbrough rebranding , Birmingham structural economic change

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Paper 1: Physical Systems ; Resource booklet

Paper 2: Human Interactions ; Resources booklet

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• What is meant by sovereignty and territorial integrity? 1.1 A short history of the current world international order – The Economist

2. Challenges to Sovereignty and Territorial Integrity.  2.1  Responsibility to Protect explained

3. Erosion of sovereignty and territorial integrity  3.1 – BBC report on the internment of Uighur population in NW China – example of ethnic group separatism and the response of the state

3.2 Ukraine sovereignty challenge case study 3.2 Prisoners of Geography extract on Ukraine and Russia conflict 3.3 Global Conflict Tracker update on current situation

4. Global Governance and conflict  4.1 – Global governance questions to answer 4.2- The United Nations

4.2  The Economist Can the world stop genocide?

4.2 – Questions to complete  4 .3 – Catalonia exam research question

4.4 – Global governance of natural resources – The Arctic.

5. Strategies for global governance – South Sudan sheet.

5.1 South Sudan folder   5.2 – Brief list of UN activity and intervention post 2018 ceasefire

5.2- Global Governance 16 mark question

6. How does global governance of sovereignty and territorial integrity issues have consequences for both people and places? Bruised Border ARCGIS

7 – Mali – Read through this interactive first. 7.1Mali global governance case study

7.1 – To what extent is the UN successful? Letter to Economist 7.2 – Negative impacts of intervention, the Oxfam Haiti prostitute scandal

Paradox of progress- Excellent read on the future of geopolitics.

Threats to the international order – The Economist

Earth’s life support systems

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3. Cloud formation and lapse rates ; cloud formation (met office)

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5. The Amazon: ‘The Amazon effect’ ; Albedo and deforestation ;  Brazil and the Amazon ; GIS Human impacts ; Water and carbon cycles in the Amazon (A3 sheet) ; Amazon water cycle ppt  ; Deforestation impact on water cycle  ; Water in the Amazon ppt  ; Carbon in the Amazon ppt  ; Water and Carbon cycling in Amazon (Metlink Video)  ; Deforestation impacts on the water cycle ; Bolsonaro’s Amazon policy ; Da Silva: zero deforestation by 2030 ; Climatic tipping point from deforestation

6. TRF information ppt ; GIS activity ; TRF Questions ; Management of the TRF essay  ; Flash cards: physical and human impacts on a drainage basin ; Human and Physical changes to the water cycle notes ; NPP ; Policing the Amazon

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• Global migration flows
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• Intra regional migration – movement WITHIN Europe. 3.1 Geofile for Poland case study   3.2 FT article: Effects of EU migration on UK in 5 charts
• Remittances and global development PPT. Spearman’s Rank task. 4 .1 Notes and essay task.
• Globalisation leading to the emergence of new source areas and host destinations . Extension task: Chapter from ‘A very short introduction to migration’   5 .1 Economist at 175 article on migration and liberalism
• Growth of young and female migration
• South to South and South to North migration flows. 7.1 Economist article on South to South migration flows
• Conflict and persecution have increased the number of refugees . 8 .1 Prep question on global internal displacement of people 2018 8. 2 Panorama programme of Rohingya persecution.
• Changes in national immigration and emigration policies
• Corridors of migrant flows create interdependence between countries – Brazil case study 10.1 Case study sheet
• USA case study – how it influences and drives change in the global migration systems     11.1 Document with all the links for the latest on Trump changing US policy on migration    11.2 Articles on US migration policy over time
• Laos case study – LIDC to show how it has limited influence over and restricted response to the global migration system
• A3 revision sheets on all migration topics.
• 16 marker practice questions
• Revision flashcards for Laos case study
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Laos Opportunities & Challenges:

• Created by: Former Member
• Created on: 26-02-19 11:11
• Helped stimulate political and economic cooperation in terms of trade, investment, development projects and security.
• There is economic cooperation with Vietnam involved in over 400 investment projects in Laos.
• The economic impact of remittances on local and national development ranges from purchase of simple domestic appliances to agricultural machinery.
• Political stability is improving between Laos, Thailand and Vietnam.
• Most economic migrants are low skilled, of limited education and under 18 thus among those vulnerable to human trafficking, forced labour and exploitation.
•  Laos government policy is difficult to implement as it depends on transnational governance by organisations.
• Loss of skilled workers such as carpenters and mechanics which is set to increase if wage differentials remain high and there is free movement of the ASEAN.

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A-level Migration (OCR) Laos

Subject: Geography

Age range: 16+

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31 March 2024

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Full-lesson looking at migration within an LIDC country (LAOS) based on the OCR A-level Specification but can be adapted as a Migration-case study for Edexcel or AQA

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May 24, 2023

The 2023-24 Budget

Total compensation studies, compensation studies.

Important Tool for Any Employer. A compensation study aggregates and analyzes internal and external data so that an employer can compare the compensation structure it offers to employees with that provided by similar employers to similar employees. Employers in both the public and private sectors commonly conduct regular compensation studies to monitor changes in the labor market. A compensation study is a valuable tool that provides a number of benefits, including those that we discuss below.

Assesses Competitiveness in Labor Market. Employers compete with each other for workers. A compensation study allows employers to determine if they are compensating employees fairly and at a level that will attract skilled workers.

Ensures Efficient Use of Limited Resources. Employers have limited resources. Personnel costs often are among the largest operational expenses for an employer. A compensation study helps an organization ensure that it is using its limited resources efficiently and effectively by not paying its employees more than is required in order to retain them.

Maintains Internal Equity of Compensation Structures. An organization’s compensation structure should be established to ensure that employees with similar jobs or skillsets are compensated in a similar way and have similar opportunities to advance their careers. If internal inequities exist, an employer might have difficulties retaining staff in the relatively lower compensated jobs. A compensation study can be helpful in identifying internal equity issues with an employer’s compensation structure.

Brings Structure to Compensation-Setting Decisions. Without a compensation study, ascertaining with any degree of certainty appropriate compensation levels for employees is difficult. As a result, a compensation study provides an important structure for this decision-making process. For public employers, a compensation study also brings transparency to the decision-making process such that employees, policy-makers, and the public all have the same information against which to evaluate proposed changes in compensation.

Identifies Possible Recruitment and Retention Issues. A compensation study can provide insights into an employers’ ability to recruit and retain certain types of employees.

Comparators and Methodology Key to Understanding Purpose and Usefulness of Compensation Study. Not all compensation studies are equally relevant or helpful in assessing the issues we identified above. The comparators—or comparison employers—and methodology used to develop a compensation study are key in understanding the purpose and usefulness of a compensation study. Key factors in developing a compensation study include:

Jobs Subject to Review. The first decision when building a compensation study is to identify which jobs within their organization an employer wants to study. An employer might want to compare the largest categories of employees or want to study a particular category of employee (for example, a job category that the employer has had difficulties recruiting or retaining). In the case of the state workforce, there are thousands of unique job classifications. Though each job classification is unique, many job classifications are part of the same occupation. For example, an Attorney I, Attorney II, Attorney, III, and Attorney IV are each unique state job classifications but are part of the same broad occupation category. Accordingly, state compensation studies tend to focus on occupations rather than job titles. State compensation studies typically include occupations that represent the largest groups of state employees but might include other occupations.

Elements of Compensation Compared. Compensation packages provided by large employers often consist of wages and a mix of other benefits. The wages and value of the benefits provided by an employer can vary significantly across employers and even across employee groups for the same employer. For example, the retirement benefits earned by state employees varies significantly depending on an employee’s date of hire. A compensation study should compare wages but also should attempt to quantify the value of most of the ancillary benefits earned by employees in an effort to compare the value of total compensation earned by employees. Common ancillary benefits include health benefits for employees and eligible dependents, retirement benefits, and time off.

Sample of Employers Used for Comparison. Which employers are included for comparison in a compensation study can have major effects on a compensation study’s findings. Factors to consider when choosing comparator employers include geography, industry, and size. Choosing a sample of employer comparators for the state can be challenging for a few reasons. For some jobs, the state employs people in the same occupation across the state and cost of living varies significantly by region. As a result, compensation for the same occupation can vary widely. In other cases, there are limited private (or other public) comparison employers, potentially limiting the value of the study.

State Law Requires General Salary Increases (GSIs) Be Justified. A GSI adjusts the entire salary range for a classification such that all employees within that classification receive the pay increase. Section 19826 of the Government Code specifies that the California Department of Human Resources (CalHR) shall establish salary ranges for state classifications “based on the principle that like salaries shall be paid for comparable duties and responsibilities.” Further, the law requires that—when establishing or changing pay ranges—“consideration shall be given to the prevailing rates for comparable service in other public employment and in private business.” These requirements necessitate that changes to state salaries be justified based on comparisons to other comparable employers.

State Law Requires CalHR Conduct Total Compensation Studies. As discussed below, different pieces of state law impose different requirements on CalHR that culminate in the requirement to provide a total compensation study of state employees to the Legislature. The two pieces of law that establish the requirements in most CalHR compensation studies are:

Section 19826 of the Government Code. Section 19826 requires CalHR to submit to the Legislature and bargaining units at least six months before the end of the term of an existing memorandum of understanding (MOU) a report containing the department’s findings related to salaries of employees in comparable occupations in private industry and other governmental agencies.

Item 7501-001-0001 of the Budget Act. Provisional language in the annual budget act allows CalHR to use its funding to conduct a study that reports on total compensation and geographic comparisons.

CalHR Methodology of Total Compensation Study. For more than a decade, CalHR has produced its total compensation study required by Section 19826 in house. The department’s compensation studies can be found here . CalHR uses data from the state’s payroll maintained by the State Controller’s Office, data collected by the U.S. Bureau of Labor Statistics and the California Employment Development Department on large public and private sector employers, and data regarding federal payroll from the U.S. Office of Personnel Management. The department uses these data to compare wages and total compensation (including supplemental pay [including overtime], paid leave, insurance [including health, dental, and vision insurance], retirement, and legally required benefits) earned by employees in specific occupations employed by the state, private industry, local government, and federal government. CalHR conducts this analysis to compare employers statewide as well as in four specific regions throughout the state. In the report, CalHR identifies the “lead” or “lag” of state compensation where the state compensates its employees more or less, respectively, relative to the other employers. CalHR uses the same methodology for most bargaining units for their compensation studies. However, as we discuss below, there are a few bargaining units that are not included in the total compensation study and for which CalHR uses different methodologies for at least the most recent compensation study.

State Law and Labor Agreements Impose Requirements for Other Compensation Studies of Specific Bargaining Units. There are a few bargaining units for which CalHR uses different methodologies than the methodology used for most bargaining units that we discussed above. For these bargaining units, CalHR’s methodology is guided by provisions of statute or labor agreements that are specific to the bargaining unit. We discuss these instances below.

Unit 5: Highway Patrol. As we described in greater detail in our 2019 analysis , for almost five decades, statute has provided highway patrol officers automatic annual pay increases that are determined through an annual survey of five local government jurisdictions (specifically, Los Angeles Police Department, Los Angeles County Sheriff’s Office, San Diego Police Department, Oakland Police Department, and San Francisco Police Department). For purposes of this survey, Section 19827 of the Government Code specifies that total compensation shall include base salary, educational incentive pay, physical performance pay, longevity pay, and retirement contributions made by the employer on behalf of the employee.

Unit 6: Correctional Officers and Parole Agents. As we discussed in our 2019 analysis , the last total compensation study submitted to the Legislature for Unit 6 that relied on the same methodology as is used for other bargaining units was submitted in 2015. In April 2023, CalHR submitted to the Legislature a new Unit 6 compensation study that is based on a different methodology. The new study is based on a survey of sheriff departments of six counties in California (specifically the Counties of Los Angeles, Orange, Santa Clara, Sacramento, San Bernardino, and San Diego) and examines specific elements of compensation (excluding overtime) to compare state correctional officer compensation with compensation earned by sheriff deputies in those counties. The administration explains that the six counties were used because Section 19827.1 of the Government Code requires CalHR to consider large employers when establishing correctional officer compensation. This methodology was crafted through negotiations between the administration and the union that represents Unit 6 (California Correctional Peace Officer Association) pursuant to Article 15.19 of the MOU , which states that the parties will meet to discuss the criteria, comparators, and methodology to be used for Unit 6 in the Total Compensation Report created pursuant to Section 19826.

Unit 8: Firefighters. “In order for the state to recruit skilled firefighters,” Section 19827.3 of the Government Code requires CalHR to “take into consideration the salary and benefits of other jurisdictions employing 75 or more full-time firefighters who work in California.” For the most recent study , CalHR selected four state firefighter classifications to be used as benchmarks. CalHR and the union representing state firefighters (Cal FIRE Local 2881), mutually agreed upon a sample of 20 local fire departments to include in the survey (Bakersfield City, Chula Vista City, Corona City, Escondido City, Fullerton City, Hayward City, Huntington Beach, Livermore-Pleasanton Fire Department, Los Angeles County, Milpitas City, Novato Fire District, Ontario City, Oxnard City, Rialto City, Roseville City, San Mateo City, Santa Monica City, Stockton City, Torrance City, and Ventura County).

Unit 9: Professional Engineers. Article 3.1 of the MOU for professional engineers requires CalHR and the union representing professional engineers (Professional Engineers in California Government) to jointly complete an annual salary survey. The resulting survey compares the maximum salaries for three state engineering classifications with comparable classifications employed at 18 public agencies (Alameda County, Contra Costa County, Fresno County, Los Angeles County, Orange County, Riverside County, Sacramento County, San Bernardino County, San Diego County, Santa Clara County, San Francisco City and County, City of Fresno, City of Los Angeles, City of Oakland, City of Riverside, City of Sacramento, City of San Diego, City of San Jose) and the ten University of California campuses.

May Revision Proposal

Amend Section 19826 to Make Total Compensation Study a Biennial Process. The administration proposes amending Section 19826 so that new total compensations studies would be released annually in February. CalHR would submit studies for roughly one-half of the bargaining units each year such that compensation studies would be provided every two years. Under the administration’s proposal, the first of these biennial reports would be released February 1, 2025 and would include Bargaining Units 2 (Attorneys and Hearing Officers), 6 (Corrections), 7 (Protective Services and Public Safety), 9 (Professional Engineers), 10 (Scientists), 12 (Craft and Maintenance), 13 (Stationary Engineers), 16 (Physicians, Dentists, and Podiatrists), 18 (Psychiatric Technicians), and 19 (Health and Social Services). The administration indicates that the second biennial report would be released February 1, 2026 and would include Bargaining Unit 8 (Firefighter) and the nine bargaining units that are represented by Service Employees International Union, Local 1000 (Bargaining Units 1 [Administrative, Financial, and Staff Services], 3 [Professional Educators and Librarians], 4 [Office and Allied], 11 [Engineering and Scientific Technicians], 14 [Printing and Allied Trades], 15 [Allied Services], 17 [Registered Nurses], 20 [Medical and Social Services], and 21 [Educational Consultants and Library]). Based on their proposal, the administration would not include Unit 5 in the biennial cycle because it conducts an annual salary survey for that unit per statute referenced above.

LAO Comments

Total Compensation Report a Vital Tool for Oversight. For most departments, personnel costs are the largest portion of the state’s operating costs. Consequently, conducting proper oversight of the compensation that state employees receive is important to ensure that the state is using its resources efficiently. Compensation studies are the best tool available for the Legislature to assess the state’s compensation policies and to oversee the state workforce at a high level. (In addition to the compensation studies themselves, CalHR recently released a dashboard tool that provides a more user-friendly way to assess the information contained in the studies.)

Timing of Compensation Studies Should Be Divorced From Bargaining Cycle. In our 2021 analysis , we recommended that the Legislature (1) end the current requirement under Section 19826 that ties the timing of total compensation studies with the expiration date of a labor agreement and (2) require all bargaining units to be subject to the same compensation study requirements. By making the compensation study a biennial report, the administration’s proposal incorporates part of our recommendation and establishes a schedule for the release of these compensation studies. As we noted in our 2021 analysis, a regular and consistent schedule for the release of compensation studies allows the Legislature, administration, unions, and public much more consistent information about state employee compensation.

Bargaining Unit-Specific Survey Requirements That Use Different Methodologies Make Process Less Transparent… Regularly occurring compensation studies that utilize the same methodologies allow the state, unions, and public to track trends in state compensation across bargaining units and across regions in the state. This enhanced scrutiny of the compensation policymaking process can instill confidence that the state, as an employer, is efficiently using public resources and that state employees are fairly compensated. In the most recent compensation studies, CalHR used the same methodology for most bargaining units and used different methodologies for four bargaining units. By not using the same methodologies, these studies make it difficult to see a complete picture of the state as an employer and to evaluate compensation across bargaining units and across regions.

…Can Lead to Inequities Across Bargaining Units… The conclusions of a compensation study depend entirely on the comparators and methodology used in the study. Because compensation studies inform the state’s compensation policies, allowing methodologies used in the compensation studies to fluctuate by bargaining unit opens the door to possible inequities being built into the state’s compensation policymaking process. For example, a compensation study that compares state employees’ compensation primarily with employers in high cost of living parts of the state likely would find that the state lags those employers more than a study that compares the state with the federal government and a variety of large employers across the public and private sectors. Without an assessment of the extent to which these methodologies reflect the state’s labor market competitiveness, policymakers and the public could conclude that workers should receive a larger pay increase than might be required to recruit and retain skilled workers. When these types of methodological differences occur across bargaining unit studies, some units may appear to warrant larger increases than a more comprehensive methodology would suggest. In that case, some units could receive larger pay increases than others.

…And Result in Less Useful Reports in Understanding State’s Position as an Employer and Effective Use of State Resources. The state’s recurring total compensation study should be a tool to identify how the state’s compensation package compares with other large employers broadly across the state as well as regionally. A compensation study that takes a narrower scope is not as useful in understanding the state holistically as an employer. For example, the annual Unit 5 compensation study is not particularly useful for understanding how Unit 5 compensation compares with the labor market across the state. This is because the compensation study only compares the state to five coastal, high cost-of-living jurisdictions when Unit 5 members work in every county across the state. Accordingly, the Unit 5 study does not help policymakers assess whether the state’s existing Unit 5 compensation policy is necessary to recruit and retain skilled officers or an efficient use of state resources.

LAO Recommendations

Amend Section 19826 Further to Improve Oversight. Divorcing the deadline of the total compensation report from the bargaining cycle is a good start, but we think that it can be further amended to improve legislative oversight. We discuss these recommended changes below.

Require Total Compensation Study of All Bargaining Units, but Allow for Bargaining Unit-Specific Supplemental Studies. We recommend methodologies used in the biennial total compensation study (1) be consistent across all bargaining units, (2) be transparent and replicable, and (3) not be subject to collective bargaining. Additional compensation studies could be established through collective bargaining in order to fulfill a specific purpose. For example, the state and Local 1000 could agree to a separate compensation study that evaluates compensation earned by nursing staff in state-operated veterans’ homes.

Incorporate Geographic, Total Compensation, and Large Employer Requirements Under One Section of Law. To the extent possible, we recommend delineating all requirements of the biennial compensation study under one section of law. At a minimum, we recommend the requirements established under the annual budget bill be incorporated into Section 19826 so that the compensation study (1) compares salaries, (2) compares total compensation, and (3) includes a statewide and regional analysis. In addition, Section 19826 could require that the total compensation study compare the state’s compensation with large employers. This would conform to CalHR’s existing methodology and would apply the requirements of Sections 19827.3 (related to the firefighter study including fire departments employing 75 or more firefighters) and 19827.1 (related to correctional officer compensation taking into account large employers of peace officers) so that CalHR is required to consider large employers in all of its total compensation studies.

Require Administration Provide Recruitment and Retention Analysis as Part of Study. Under its current practice, CalHR includes useful information that provides context to understand how the relative lead or lag in compensation identified in the study might manifest related to recruitment and retention. For example, using the dashboard tool, users can see information about the age distribution and years of service of state employees in an occupation, the gender and ethnic distribution of employees, the geographic distribution of state employees, turnover rates, and vacancy rates. We recommend that the language be amended to require that the biennial total compensation report include information about the state’s recruitment and retention of the occupation.

Specify Bargaining Units Included in Each Study. While the administration indicates it plans to divide the workforce into two reporting cycles, the administration’s proposed amendments to Section 19826 do not specify which bargaining units would be included in each reporting cycle. We recommend that state law specify which bargaining units are included in each reporting year and that the law divide the two reporting groups such that roughly one-half of the state’s bargaining units are reported in each year. In dividing the units into two groups, we recommend including (1) peace officer ( including Unit 5 ), firefighter, public safety, and law enforcement bargaining units in the same study; (2) the nine units represented by Local 1000 in the same study; and (3) bargaining units that represent medical professionals in the same study. Accordingly, we recommend a different schedule than proposed by the administration. Specifically, we recommend that the compensations study for (1) Units 2, 5, 6, 7, 8, 9, 10, 12, 13, and 19 be submitted on February 1, 2025 and every odd-numbered year thereafter and (2) Units 1, 3, 4, 11, 14, 15, 16, 17, 18, 20, and 21 be submitted on February 1, 2026 and every even-numbered year thereafter.