Abstract

The Kentucky Department of Vehicle Regulation (DVR) faces persistent challenges with employee recruitment, retention, and workforce alignment due to outdated job classifications and compensation structures. This study investigates if DVR’s reliance on the general Administrative Specialist job series is warranted given the duties performed by its staff. Through a job task analysis, financial modeling, and personnel data review, researchers assessed the feasibility of introducing a new DVR-specific job series based on the Vehicle Regulation Specialist (VRS) position currently being used by the Division of Motor Carriers. The proposed VRS series includes two levels — VRS I (Grade 13) and VRS II (Grade 14) — and is designed to better align job responsibilities with the technical, regulatory, and customer-facing work performed by DVR staff. Making this transition would affect 246 employees and require a total investment, including planned raises and reclassification costs, of $2.45 million – $9.73 million. The higher figure assumes that all staff salaries are increased to the midpoint of their new salary grades. However, given that DVR had $15.8 million in unspent personnel funds at the close of fiscal year (FY) 2024, even under the high-cost scenario implementation is financially feasible. The report also outlines administrative considerations that should be addressed prior to adopting the VRS job series, presents phased implementation timelines, and recommends comparative studies of job classification reforms in other states. This study concludes that the proposed VRS series is a practical, budget-conscious solution that aligns with both the department’s service delivery responsibilities and its desire to sustain a stronger, more stable workforce. Its adoption offers DVR a strategic opportunity to modernize its workforce, reduce turnover, and enhance service delivery.

Report Date

6-2025

Report Number

KTC-25-22

Digital Object Identifier

https://doi.org/10.13023/ktc.rr.2025.22

Download

Share

COinS