Degree Inflation Deflated! KS SB166 Passed, Championing Skills Over Sheepskins for State Careers

The Story: Experience Takes Center Stage in Kansas State Hiring

In a significant move aimed at broadening career pathways, Kansas has officially enacted the Fostering Competitive Career Opportunities Act through the passage of SB166. This landmark legislation fundamentally alters how the state evaluates candidates for many government positions, shifting the focus from mandatory college degrees to verifiable skills and direct work experience. It's a response to a growing phenomenon known as "degree inflation," where jobs increasingly require postsecondary degrees even when practical experience might be a better indicator of readiness.

As the introduced bill text explicitly stated, "These requirements limit opportunities for hard-working Americans and encourage unnecessary student debt." SB166 seeks to dismantle these barriers for many state roles, opening doors for individuals who have gained valuable expertise through hands-on work rather than formal higher education.

SB166's Journey Through the Legislature

The path for SB166 began on February 3rd, 2025, when it was introduced in the Kansas Senate by the Senate Committee on Commerce. This committee, holding considerable influence with a LegiEquity Power Score of 55.0, played a key role in sponsoring and shaping the bill.

February 4: Referred to the Senate Committee on Commerce.
February 10: A public hearing allowed stakeholders to voice opinions.
February 17: The committee recommended the bill be passed, albeit with amendments.
February 19: The full Senate debated and passed the amended bill with overwhelming support, voting 39 Yea to 1 Nay. This near-unanimous vote signaled strong initial consensus.

The bill then moved to the House:

February 25: Received by the House and referred to the House Committee on Commerce, Labor and Economic Development (also with a Power Score of 55.0).
March 6: Another public hearing took place.
March 11: The House committee recommended the bill be passed.
March 14: Floor debate in the House saw an attempt to amend the bill by Representative Haskins, which ultimately failed. A motion to send the bill to a different committee also failed, indicating a resolve to move forward.
March 17: The House passed the bill with a decisive 90 Yea to 32 Nay vote. While not unanimous like the Senate vote, this strong majority demonstrated significant cross-aisle appeal, even though the bill lacked formal bipartisan sponsorship (hasBipartisanSupport: false). The 32 'Nay' votes suggest some legislators held reservations, perhaps concerning the specific implementation or the shift away from traditional educational benchmarks.
March 21: The bill was enrolled and sent to the Governor.
March 26: Governor Laura Kelly approved SB166.
April 10, 2025: Marked as officially passed, set to take effect upon publication in the statute book.

Notably, the enrolled (final) version of the bill differed slightly from the introduced version. Key sections establishing a specific appeal process to the state civil service board for applicants believing they were wrongly denied based on degree status (Section 5 and amendments to K.S.A. 75-2929d in the introduced text) were removed during the legislative process, likely via the Senate committee amendments. The final act focuses squarely on changing the hiring criteria itself.

What SB166 Actually Does

The core of SB166, now law, mandates that state employers cannot base hiring decisions solely on an applicant's lack of a postsecondary degree unless the degree is demonstrably a justifiable necessity for the role (e.g., requiring specific licensure only obtainable with a degree).

Key provisions include:

Prioritizing Baseline Requirements: State employers must define minimum skills, training, or experience needed (the "baseline requirement") without automatically defaulting to a degree.
Experience Equivalency: For positions where experience can substitute for a degree, the law sets clear limits on how much experience can be required:
- Two years for an associate's degree.
- Four years for a bachelor's degree.
- Six years for a master's degree.
- Seven years for a professional degree.
- Nine years for a doctoral degree.
Justification for Degree Requirements: If a job posting does require a degree, the state employer must include information substantiating why it's the only possible measure for the required skills or is necessary for accreditation/licensure.
Contractor Parity: The principle extends to state contracts; degrees generally cannot be mandated for contractor personnel unless proven necessary.

The law explicitly targets executive branch state employers, excluding the legislative and judicial branches.

LegiEquity Analysis: A Boost for Opportunity

LegiEquity's analysis projects a significant 90% Positive Overall Impact with High Confidence for SB166. This positive outlook stems from the bill's potential to create a more equitable and accessible state employment landscape.

Age (90% Positive Impact): Older workers often possess decades of relevant experience that may be overlooked in degree-centric hiring. SB166 explicitly values this experience, potentially opening more opportunities for seasoned professionals.
Disability (85% Positive Impact): Individuals with disabilities may face unique barriers in pursuing traditional higher education. By emphasizing skills and alternative qualifications, the bill can create more inclusive pathways to state employment.
Race (90% Positive Impact): Systemic factors can create disparities in higher education access and completion among different racial groups. Reducing reliance on degree requirements can mitigate potential biases and broaden the applicant pool, fostering a more diverse state workforce, particularly benefiting Latinx communities (LX: 90% Positive).

By focusing on demonstrated abilities rather than solely on academic credentials, SB166 aligns Kansas with a growing national movement towards skills-based hiring. States like Pennsylvania, Maryland, Utah, and others have enacted similar measures, recognizing that talent and capability come in many forms.

Looking Ahead

The passage of KS SB166 represents a pragmatic shift in Kansas's approach to building its state workforce. It acknowledges the value of practical experience and seeks to remove artificial barriers that may have excluded qualified candidates. While the long-term effects will depend on consistent implementation across state agencies, the Fostering Competitive Career Opportunities Act holds the promise of a more dynamic, inclusive, and effective public sector workforce for the Sunflower State.

LegiEquity analyzes proposed legislation to determine its potential impact on various demographic groups. Our goal is to provide objective insights into how laws may affect different communities.