Engineering Career Banding Training

1. Engineering Career Banding Training

2. Training Agenda • Career Banding Overview • Introduction of Bands • Competency Based Pay

3. Career Banding Overview

4. What is Career Banding? A new human resources systems that affects the way we • classify jobs • hire people • pay employees • promote employees • evaluate employees • provide career development opportunities for our employees • Wider pay ranges

5. Why are we banding? • Move toward pay based on current market rates • Emphasizes commitment to individual growth and career progress • Gives managers more flexibility in setting pay and granting promotions • Current system outdated and cumbersome (6000+ classification titles; 47 salary grades) • Reduces the number of job classes and titles in state government • Directed by OSP as a statewide change

6. Benefits of Banding • Pay based on competency level and labor market information • Encourages employees to develop skills for career development and organizational success based on organizational needs • Greater involvement by management in pay decisions (Initial phase will be cost neutral) • Simplifies the administrative processes

7. Statewide Job Family Structure • Administrative and Managerial • Engineering and Architecture • Environment, Natural Resources and Scientific • Human Services • Information and Education • Information Technology • Institutional Services • Law Enforcement and Public Safety • Medical and Health • Operations and Skilled Trades

8. Architect Branch Landscape Architect Branch Engineering Assistant Branch Engineering/Architectural Technician Branch Engineer Branch Engineering/Architectural Supervisor Branch Engineering Director Branch Facility Planner Branch Geologist/Hydrogeologist Engineering/Architectural Manager Branch Branches in the Engineering and Architectural Job Family

9. Who Develops the Banded Classes? • Initiated by the Office of State Personnel (OSP) • Transition teams with occupational knowledge provide assistance • DHHS adapts each banded job family for Departmental use

10. Introduction of Engineering Family

11. Includes Ten (10) Branches • Architect • Landscape Architect • Engineering Assistant • Engineering/Architectural Technician • Engineer • Engineering/Architectural Supervisor • Engineering/Architectural Manager • Engineering Director • Facility Planner • Geologist/Hydrogeologist

12. Engineering Band – Engineer • Responsible primarily for consultation, investigation, evaluation and planning, design, design review and approval, and/or determination of environmental and safety impacts of work processes and products (buildings, utilities, systems, sites, mapping, or infrastructures, and providing project management oversight. • Building Systems Engineers I,II,III • Facility Mechanical Engineer II • Rehabilitation Engineer

13. Engineering Band - Architect • Positions plan, design, manage, and review construction, development, or manipulation of the physical environment for practical, esthetic, religious, or creative objectives, such as university facilities, office buildings, theaters, industrial facilities, landscaping, and/or other physical property. • Facility Architect II

14. Engineering Band – Engineering/Architectural Supervisor • Supervises a component or multiple components of an engineering or architect program. • Assist program leadership with administrative duties such as planning, organizing, and managing daily operations, quality assurance, human resource management functions, and staff development • Building Systems Engineer III • Facility Architectural Supervisor II

15. Engineering Band Engineering/Architectural Manager • Manages an engineering or architect program. • Performs administrative duties such as planning, organizing and managing daily operations, ensuring quality assurance, managing human resource management functions, and staff development. • Facility Maintenance Director I Approx. 82 employees

16. Engineering Band-Engineering/Architectural Director • Manage and direct an engineering program for an agency or university of considerable scope and complexity. • Oversee all engineering and related services provided by staff and assist top management with budget and strategic planning, organizing business functions quality assurance, and defending the agency or university budget and plans before the legislature and/or governing body. • Facility Engineering Director II (Lic)

17. Engineering Band Engineering Technician • Perform technical duties supporting engineers and other professionals in areas such as construction, materials testing, design, surveys, and/or program/regulatory compliance • Facility Engineering Specialist • Construction and Renovation Design Tech I and IIs:

18. Engineering Banded Class Competency Profiles • Based on statewide focus group feedback • Modified to fit DHHS • Describes roles • Describes competencies needed in the job • Includes the Minimum Training and Education required for the banded class

19. New Terms & New Processes • Crosswalk-Title changing or “cross walking” existing positions into the new career banded classification system • Position Competency Assignments

20. Competency-Based Pay

21. What are Competencies? Competencies are the observable and measurable set of: • skills • knowledge • abilities • key behaviors that are necessary to perform the job

22. Levels of Competencies Contributing: knowledge, skills, and abilities minimally required to perform work in a banded class Journey: fully applied body of knowledge, skills, and abilities required for a banded class to perform job assignments successfully Advanced:the highest or broadestscope of knowledge, skills, and abilities required in the banded class to perform job assignments successfully

23. Pay Band Example Maximum of Band Minimum of Band Advanced Reference Rate Contributing Reference Rate Journey Reference Rate (individual market rates for each level)

24. Career Band Example Journey Market Rate $44,083 $ 27,384 $68,613 Minimum Maximum Employees progress through the range Contributing Journey Advanced $35,840 $44,083 $56,752 Engineer Technician

25. Setting Competency-Based Pay • Complete the competency assessment form for: New hires Changes of band or level/initial implementation • Evaluate pay factors • Determine Salary • Document decision making process and complete forms

26. Complete Competency Assessment • Use the applicable Competency Profile to identify key individual competencies • Assess & document individual competencies at Contributing, Journey, or Advanced (C, J, A) • Determine overall competency level at Contributing, Journey, or Advanced (C, J, A)

27. Examples of Engineering Technician Competency Profile Level Concepts

28. Evaluate Pay Factors • Financial ResourcesThe amount of funding that a manager has available when making pay decisions. • Appropriate Market RateThe market rate applicable to the competencies demonstrated by the employee. • Internal Pay AlignmentThe consistent alignment of salaries for employees who demonstrate similar required competencies in the same banded class within a work unit or organization. • Required CompetenciesThe competencies and associated levels 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, certification, and licenses

29. Compensation Managers must consider the 4 pay factors when any of the following occur: • New Hire/Transfer • Permanent Status • Promotion • Reassignment • Career Progression Adjustment • Career Banding offers more flexibility and fewer restrictions.

30. Competency Pay Factor - Example #1 Contributing Advanced Journey X Competency #1 Competency #2 X Competency #3 X Competency #4 X Overall Competency X Max Min Contributing Reference Rate Journey Reference Rate Advanced Reference Rate

31. Competency Pay Factor - Example #2 Contributing Advanced Journey X Competency #1 Competency #2 X X Competency #3 Competency #4 X Overall Competency X Max Min Contributing Reference Rate Journey Reference Rate Advanced Reference Rate

32. Competency Pay Factor - Example #3 Contributing Advanced Journey X Competency #1 Competency #2 X X Competency #3 Competency #4 X Overall Competency X Max Min Contributing Reference Rate Journey Reference Rate Advanced Reference Rate

33. Internal Pay Alignment • Monitored by the division or facility • Group employees for comparison • Band • Level • Number of competencies rated at C, J, or A • Performance rating

34. Management’s Role • Ensure career banding concept is communicated to employees • Provide staff time for training and to serve on focus groups • Evaluate position’s competency level and employee’s initialcompetency level for career band placement • Evaluate employee competencies at least every three (3) years • Manage pay to the market rates

35. 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, filing positions, reclassifying positions, and compensating employees. • Apply pay factors equitably.

36. Human Resources’ 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.

37. 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.

38. Dispute Review Process • Allows employees to have salary adjustment decisions reconsidered by a source beyond the decision-maker. • Procedures are 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.

39. Where do we go from here? DHHS Engineering Career Banding Project • Team Members include: Marilyn Long - Division of Vocational Rehabilitation HR Phil Harker – HR Central Debbie Souza - Division of Health Service Regulation HR

40. Web Resources • DHHS Human Resources http://www.dhhs.state.nc.us/humanresources/banding • OSP Career Banding http://www.osp.state.nc.us/CareerBanding/career-banding.htm • Competency Profiles http://www.osp.state.nc.us/CareerBanding/specs%20profiles%20crosswalks/Profiles/profiles.htm

41. Questions?