career banding. what is career banding? a new human resources system that affects the way we...
Post on 19-Dec-2015
217 Views
Preview:
TRANSCRIPT
What is career banding?
A new human resources system that affects the way we
classify jobs hire people pay employees promote employees evaluate employees provide career development
opportunitiesfor our employees
Why are we banding?
Directed by OSP as a statewide change Reduces the number of job classes and titles in
state government Current system outdated and cumbersome
6000+ classification titles 47 salary grades
Move toward pay based on current market rates Gives managers more flexibility in setting pay
and granting promotions Emphasizes commitment to individual growth
and career progress
Statewide Job Family Structure
1. Administrative and Managerial 2. Information Technology 3. Law Enforcement and Public Safety4. Information and Education5. Human Services6. Medical and Health 7. Institutional Services 8. Operations and Skilled Trades 9. Engineering and Architecture 10.Natural Resources and Scientific
Branches in the Administrative & Managerial Job Family
Business Management Financial Analysis Human Resources Budgeting Services Program Management Support Services Auditing Planning Economic
Development
Accounting Social Research Legal Services
670 graded classes to 33Banded classes
4 New Social Research Banded Classes
Social/Clinical Research Assistant Social/Clinical Research Specialist Social/Clinical Research Manager Social/Clinical Research Executive
Social Research Banded Class Profiles
Based on statewide focus group feedback
Modified to fit DHHS Describe roles Describe competencies needed in the job Include the minimum Training &
Education required for the banded class
What is a competency?Competencies are the observable and
measurable set of: skills knowledge abilities key behaviors
that are necessary to perform the job.
Contributing Competencies
Knowledge, skills, abilities and successful work behaviors that are minimally required for an employee in the band.
Journey Competencies
Fully applied body of knowledge, skills, abilities and successful work behavior required for the band.
Advanced Competencies
The highest or broadest scope of knowledge, skills, abilities and work behavior required in the band.
Career Band Example
Journey Market Rate $38,000
$ 27,310 $51,750
Minimum Maximum
Employees progress through the range
Contributing Journey Advanced $31,933 $ 38,000 $44,080
Social Clinical Research Assistant
Pay Factors:Financial Resources - the amount of funding that a manager has available when
making pay decisions.
Appropriate Market Rate - the market rate applicable to the functional competencies demonstrated by the employee
Internal Pay Alignment - the consistent alignment of salaries for employees who demonstrate similar required competencies in the same banded class within a work unit or organization.
Required Competencies - the level of competencies that are required based on organizational business need and demonstrated on the job. This pay factor considers:
Minimum qualifications for class Knowledge, skills, abilities and behaviors Related education and experience Duties and responsibilities Training, certifications, and licenses
Compensation
New Hire/Transfer Permanent Status Promotion Reassignment Career Progression
Adjustment
Managers must consider the 4 pay factors when any of the following occur:
Career Banding offers more flexibility and fewer restrictions
Management’s Role
Ensure career banding concept is communicated to employees
Provide staff time to serve on focus groups
Evaluate employee’s initial competency level for career band placement
Evaluate competencies at annual performance reviews
Manage pay to the market rates
Management’s Role (cont’d.)
Provide detailed documentation for band/level placement and salary adjustments.
Establish career development plans and coaching that should enhance an employee’s contribution to the organization’s success.
Use new processes for establishing positions, filling positions, reclassifying positions, and compensating employees.
Apply pay factors equitably.
HR’s Role
Provide initial and continued training to managers.
Consult with managers. Ensure managers are held accountable. Monitor/audit actions taken. Evaluate Band Ranges. Conduct Program
assessment/evaluation.
Employee’s Role
Take responsibility for career development. Participate in work planning/career
development plans. Develop competencies and skills that are
valued by the organization. Contribute to the accomplishment of the
organization’s mission/goals through continued demonstration of competencies.
Follow dispute review process if applicable.
Dispute Review Process
Allows employees to have salary adjustment decisions reconsidered by a source beyond the decision-maker.
Procedures will be found on the HR website Career Banding Guide.
Salary decisions based on unavailability of funding are not eligible for consideration under the dispute resolution process.
Where do we go from here?
DHHS Social Research Banding Project
• Team Members include:Chris Midgette – DHHS
HRDick Miller – DPHGlenn Reuss – DPHJulean Self – DPHPaul Bueshcher – DPHPaula Woodhouse –
DHHS HR
• Project Plan
• Communication Plan
Resources
DHHS Banding Website:http://www.dhhs.state.nc.us/humanresources/banding
DHHS Brochure (linked on website)
Banding Team:Phone (919)733-4344 or DHHS.HR.division@ncmail.net
Role Summary: S/C Research Assistant
Gather, edit, analyze and report data Identify population, design questionnaire Compile and manage data; some reporting Conduct statistical analysis
•Routine•Repetitive•Defined assignments
•More Variety•Independence•More design and analysis•Generate new data
•Lead others•Collect, compile and manage data•Edit and format reports•Some research design•Strong knowledge of statistical software
Contributing Journey Advanced
Role Summary: S/C Research Specialist
Plan, organize, conduct and evaluate research Create or validate theories through data collection Analyze and document data Project Planning and design; database development Publication, reports, communication, instruction
•Basic knowledge of research•Work within established guidelines/deadlines•Project of limited scope
•Full range of functions•Full knowledge of research•More independent in planning and design•More varied and complex
•Comprehensive or specialized knowledge•Manages concurrent & complex projects• Program or policy development/eval•Train and supervise
Contributing Journey Advanced
Role Summary: S/C Research Manager
Manage and supervise activities for one or more projects Program administration, planning and organizing work
operations HR and administrative management Leads modification efforts, can serve as technical expert
•Coordinates day to day work•Reports to a higher level manager•Strong specialist role
•Full range of mgmt functions•Strong role in setting goals and objectives•Larger and more varied staff•Potential impact on policy
•Develops, directs and manages one or more large projects•Leads in adapting new process, policy•Persuades upper level management•Conducts new research
Contributing Journey Advanced
top related