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Career Banding Employee Competency Assessment Training

Career Banding Employee Competency Assessment Training. September 17&18, 2008. Today’s Topics. Overview of Career Banding Present Status Assessing Employee Competencies Examples and Practice Exercises What Happens Next Future Training Plans Career Banding in the New Year (2009).

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Career Banding Employee Competency Assessment Training

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  1. Career Banding Employee Competency Assessment Training September 17&18, 2008

  2. Today’s Topics • Overview of Career Banding • Present Status • Assessing Employee Competencies • Examples and Practice Exercises • What Happens Next • Future Training Plans • Career Banding in the New Year (2009)

  3. Overview Career Banding Definition • Collapsing similar/related graded classes into more generic banded titles (6,000 to 400) • Establishing wider pay bands with career paths within the bands • Pay is based upon competencies (knowledge, skills, abilities) required for the job and demonstrated by the employee • Each banded class has a salary range determined by market data for the Journey level

  4. OverviewCareer Banding Terms • Job Families (Occupational Groups) • Banded Class • Competencies (Contributing, Journey, Advanced) • Market Rate • Business Need (Position) • Pay Factors (FAIR)

  5. OverviewCareer Banding Tools • Job Descriptions (in People Admin) • Banded Class Specs and Profiles • Employee Competency Assessment Forms • Salary Decision Work Sheet

  6. Present Status • Cross-walked positions to banded classes • Supervisors/Managers review crosswalks • Place employees into banded classes based on competencies • Complete Grade to Band transfers by Sept. 30 • Explain Salary Adjustment Fund

  7. Assessing Employee Competencies • Definition of Competencies—Knowledge, skills, abilities required by the position (based on business need) that employees demonstrate while performing the duties of the job • Competencies Levels (C,J, A) are defined for each banded class in the profiles for the banded class

  8. Contributing Competencies • Knowledge, skills and abilities required to perform beginning level work. Employee skills are developing at this level.

  9. Journey Competencies • Fully applied body of knowledge, skills and abilities. Employee is able to perform all standard functions of the job independently.

  10. Advanced Competencies • Broadly demonstrated knowledge, skills and abilities at the highest level • Employee is able to perform all duties independently and exhibits skills that allow the employee to take on new functions without additional training • May demonstrate specialized skills.

  11. Assessing Employee Competencies • Cross-walks provide the banded class • Profiles provide the competency definitions and descriptions of each competency level • Job descriptions provide duties • Employee Competency Assessment Forms provide the tool

  12. Crosswalks • List of positions cross-walked from grade to band for each supervisor/manager to review • Moves each position into a banded class and competency level

  13. Profiles • Each Profile includes • Description of Work • Role Description by Level • Required Competencies and Definitions • Description of Competencies for each Level (Contributing, Journey, Advanced) • Minimum Education/Experience for entry into the banded class

  14. Job Descriptions • Document housed in People Admin. that describes duties/functions of the job and the competency descriptions for the banded class and level

  15. Employee Competency Assessment Form • Review contents of form (on HR website)

  16. Assessing Employee Competencies (The Process) • Determine required duties/functions (job description) • Identify the banded class (cross-walk) • List the competencies for the banded class (profiles) • Match duties to the applicable competencies and describe examples of how the employee has demonstrated each competency • Determine the level of competency demonstrated by the employee when performing those duties (C,J,A) • Determine the overall competency level of the employee

  17. Duty Statement and Assessment Tips • Do • Consider requirements for the job • Consider actual work performed • Use action verbs (prepare, gather, collect, identify, respond, review, research, recommend, determine, analyze)

  18. Duty Statements and Assessment Tips • Don’t consider • volume of work • years of service • personal traits/characteristics • performance evaluations

  19. Examples and Practice Exercises • Writing and evaluating duty statements • Comparing duty statements to competency descriptions • Determining competency levels

  20. What Happens Next • Complete and submit employee competency assessments to Human Resources by Sept. 30 • HR reviews and enters employee competency levels into PMIS • HR submits SAF request to OSP when requested • OSP reviews and notifies GA if any actions are funded (usually in December to be awarded in January)

  21. Future Training Plans • Recruitment • Interviewing and Hiring • Salary Administration • Employee Relations • Training and Development

  22. Year End Goal • All SPA positions and employees are banded by December 31, 2008 • The graded system is gone and Career Banding becomes our SPA classification and compensation system in the New Year (2009) HAPPY NEW YEAR!!

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