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Career Banding Employee Competency Assessment Training

Today's Topics. Overview of Career BandingPresent Status Assessing Employee CompetenciesExamples and Practice ExercisesWhat Happens NextFuture Training PlansCareer Banding in the New Year (2009). Overview Career Banding Definition. Collapsing similar/related graded classes into more generic

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

    5. Overview Career 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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