1 / 24

Career Banding

Career Banding. 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 opportunities for our employees. Why are we banding?.

Télécharger la présentation

Career Banding

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.


Presentation Transcript

  1. Career Banding

  2. 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 opportunities for our employees

  3. 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by OSP as a statewide change • Reduces the number of job classes and titles in state government • Current system outdated and cumbersome • 6000+ classification titles • 47 salary grades • Move toward pay based on current market rates • Gives managers more flexibility in setting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

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

  5. Business Management Financial Analysis Human Resources Budgeting Services Program Management Support Services Auditing Planning Economic Development Branches in the Administrative & Managerial Job Family • Accounting • Social Research • Legal Services • 670 graded classes to 33 • Banded classes

  6. 4 New Social Research Banded Classes • Social/Clinical Research Assistant • Social/Clinical Research Specialist • Social/Clinical Research Manager • Social/Clinical Research Executive

  7. 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

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

  9. Contributing Competencies • Knowledge, skills, abilities and successful work behaviors that are minimally required for an employee in the band.

  10. Journey Competencies • Fully applied body of knowledge, skills, abilities and successful work behavior required for the band.

  11. Advanced Competencies • The highest or broadest scope of knowledge, skills, abilities and work behavior required in the band.

  12. Career Band Example Social Clinical Research Assistant 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

  13. 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

  14. 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

  15. 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

  16. 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.

  17. 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.

  18. 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.

  19. 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.

  20. Where do we go from here? DHHS Social Research Banding Project • Team Members include: • Chris Midgette – DHHS HR • Dick Miller – DPH • Glenn Reuss – DPH • Julean Self – DPH • Paul Bueshcher – DPH • Paula Woodhouse – DHHS HR • Project Plan • Communication Plan

  21. 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

  22. 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 Contributing Journey Advanced • 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 • Routine • Repetitive • Defined assignments

  23. 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 Contributing Journey Advanced • 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 • Basic knowledge of • research • Work within established • guidelines/deadlines • Project of limited scope

  24. 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 Contributing Journey Advanced • 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 • Coordinates day to day • work • Reports to a higher level • manager • Strong specialist role

More Related