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Career Banding PowerPoint PPT Presentation


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?.

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Career Banding

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Career banding l.jpg

Career Banding


What is career banding l.jpg

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 l.jpg

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  • Current system outdated and cumbersome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


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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


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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


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4 New Social Research Banded Classes

  • Social/Clinical Research Assistant

  • Social/Clinical Research Specialist

  • Social/Clinical Research Manager

  • Social/Clinical Research Executive


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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


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What is a competency?

Competencies are the observable and measurable set of:

  • skills

  • knowledge

  • abilities

  • key behaviors

    that are necessary to perform the job.


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Contributing Competencies

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


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Journey Competencies

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


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Advanced Competencies

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


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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


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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


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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


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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


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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.


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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.


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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.


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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.


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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


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    Resources

    • DHHS Banding Website:

      http://www.dhhs.state.nc.us/humanresources/banding

    • DHHS Brochure (linked on website)

    • Banding Team:

      Phone (919)733-4344 or [email protected]


    Role summary s c research assistant l.jpg

    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


    Role summary s c research specialist l.jpg

    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


    Role summary s c research manager l.jpg

    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


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