SB 6038
In CommitteeSenate
Postgrad degree requirements
Reducing barriers to state employment by eliminating postgraduate degree requirements that are unnecessary.
This status may be delayed. See Action History below for the latest updates.
How does a bill become law?
- Introduced: The bill is filed and assigned a number.
- Committee: A subject-matter committee holds hearings, takes public testimony, and decides whether to advance the bill.
- Floor Vote: The full chamber (House or Senate) debates and votes on the bill.
- Opposite Chamber: The bill repeats the committee and floor vote process in the other chamber.
- Governor: The Governor reviews the bill and decides whether to sign or veto it.
- Signed: The bill has been signed into law.
AI Analysis
This bill removes automatic degree requirements for most state jobs—meaning applicants no longer need a master’s, law, or other postgraduate degree unless a specific law requires it for the job. It also updates how the state classifies and pays jobs to better match real-world needs and market rates.
- Prohibits the state from requiring a two-year, four-year, or postgraduate degree (e.g., master’s, law, or doctoral degree) as the *only* way to qualify for a state job—unless federal or state law *specifically requires* that degree to perform the job’s essential functions.
- Directs the Director of the Office of Financial Management (OFM) to update the state’s classification plan to reflect this change and ensure job qualifications are based on actual job needs, not automatic degree requirements.
- Allows state agencies and employee unions to jointly request a formal review (classification study) of a job’s requirements and pay.
- Permits special salary ranges for higher education institutions and related boards to help attract talent by matching local or state market rates.
- Authorizes salary surveys of both public and private sector jobs to set competitive pay, while protecting the confidentiality of private-employer salary data.
Who is affected
- State job applicants and employees — State government job applicants and current employees who may no longer need to hold a master’s, law, or other postgraduate degree to qualify for certain roles—unless a specific degree is legally required for the job (e.g., licensed attorneys).
- State agencies and hiring managers — State agencies that hire and manage classified employees will have more flexibility in setting job qualifications based on actual job needs rather than automatic degree requirements.
- Experienced or non-degree-holding job seekers — Workers with relevant experience or alternative credentials (e.g., certifications, training, work history) who may now be considered for roles previously limited to degree holders.
- Higher education institutions and boards — Institutions of higher education and related boards may see changes in how their state-affiliated positions are classified and compensated, as the bill allows special salary ranges to stay competitive.
Pro/Con Analysis
Potential Benefits (5)
Removing automatic degree requirements may reduce hiring time and administrative costs for state agencies, as they can consider candidates based on skills and experience rather than credentialing alone.
Business & EmploymentRef: Sec. 1(1)(g)By expanding access to state jobs to non-degree holders, the bill may improve housing stability for lower- and middle-income Washingtonians who rely on stable public-sector employment with benefits.
HousingPeopleRef: Sec. 1(1)(g)The bill may increase access to state healthcare jobs (e.g., behavioral health counselors, community health workers) for non-degree holders with relevant training or experience—especially in underserved communities—though clinical roles requiring licensure remain excluded.
HealthcarePeopleRef: Sec. 1(1)(g)The bill explicitly affirms eligibility for deferred action for childhood arrivals (DACA) recipients, reinforcing equal access to public employment regardless of immigration status—within federal compliance limits.
Rights & LibertiesPeopleRef: Sec. 1(1)(g)By allowing alternative qualifications to substitute for degrees, the bill supports equity for historically excluded groups—including people of color, women, and rural residents—who are less likely to hold advanced degrees due to systemic barriers.
EducationPeopleRef: Sec. 1(1)(g)
Potential Concerns (5)
Eliminating automatic degree requirements may reduce hiring barriers for experienced non-degree holders, potentially expanding the pool of qualified applicants and improving workforce diversity.
Business & EmploymentRef: Sec. 1(1)(g)By decoupling job eligibility from automatic degree requirements, the bill supports alternative pathways to state employment (e.g., certifications, work experience), which may benefit workers who lack traditional degrees but have relevant skills—particularly lower-income, older, or nontraditional job seekers.
EducationPeopleRef: Sec. 1(1)(g)The bill preserves degree requirements where law mandates them (e.g., licensed attorneys, certain law enforcement roles), ensuring public safety-critical roles remain staffed by qualified professionals with legally required credentials.
Public SafetyPeopleRef: Sec. 1(1)(g)Allowing agencies and unions to jointly request classification studies and permitting special salary ranges for higher education institutions helps ensure pay aligns with local labor markets, reducing turnover and improving retention in competitive fields (e.g., research, IT, faculty-adjunct roles).
Local GovernmentPeopleRef: Sec. 1(2); Sec. 1(3)Authorizing salary surveys—including of private-sector jobs—while protecting private employer confidentiality improves the state’s ability to set competitive wages without exposing sensitive business data, supporting fair compensation practices.
Business & EmploymentPeopleRef: Sec. 1(4)
Who Is Most Affected
Non-degree-holding job seekers—especially those with substantial work experience or industry certifications—gain clearer pathways into state employment, potentially improving career mobility and economic stability.
State agencies gain flexibility to tailor job qualifications to actual duties, potentially improving hiring efficiency and workforce fit—though they retain legal obligations to follow classification rules and union contracts.
Higher education institutions benefit from flexibility to set competitive salaries for non-faculty roles (e.g., research staff, IT, administrative support), helping retain talent in tight labor markets.
Current state employees may benefit from expanded mobility and career advancement if new classification standards align with their skills—but could face competition from new applicants previously excluded by degree requirements.
Low- and middle-income Washingtonians—particularly those in communities with limited access to higher education—gain improved access to stable, benefits-attached public-sector jobs, supporting economic security.