Career banding in north carolina and unc general administration
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Career Banding in North Carolina and UNC General Administration. North Carolina’s Current Compensation System. Current Operating Conditions: 6,069 class titles to administer Manage pay to the current salary grade maximums Key occupations are in high demand and short supply

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Career Banding in North Carolina and UNC General Administration

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Career banding in north carolina and unc general administration

Career Banding in North Carolina and UNC General Administration


North carolina s current compensation system

North Carolina’s Current Compensation System

Current Operating Conditions:

  • 6,069 class titles to administer

  • Manage pay to the current salary grade maximums

  • Key occupations are in high demand and short supply

  • Many competitors already administer market-based pay systems

  • A changing global economy with dynamic markets

  • Policies and rules from the 1950’s


North carolina s current compensation system1

North Carolina’s Current Compensation System

Problems With Current System:

  • Policies and rules are difficult to administer

  • System is not responsive to changing labor markets

  • Restrictive compensation rules

  • Perception that hard work is not rewarded

  • Poor performance and superior performance often are rewarded equally


Why change to career banding

Why Change to Career Banding

Broader Classifications:

  • Allow more flexibility to incorporate new functions and roles

  • Provide dual career tracks for supervisory and technical employees

  • Encourage ongoing skill development

  • Promote teams and teamwork


Why change to career banding1

Why Change to Career Banding

Salary Flexibility:

  • Allows for quicker reaction to labor market fluctuations

  • Bases salaries on performance, skills, and competencies of employees


Why change to career banding2

Why Change to Career Banding

Localized Management of Salary Plans:

  • Decreases turnaround time for salary increase decisions

  • Allows quicker reaction to retention situations

  • Provides a clearer administrative process for making and implementing pay decisions

  • Provides consultation and analysis from HR to assist departments with classification and salary decisions


North carolina s career banding compensation system

North Carolina’s Career Banding Compensation System

Career Banding Definition

  • Collapsing classes into more generic titles

  • Wider pay ranges with career paths

  • Pay movement is based on competencies (knowledge, skills and behaviors)


North carolina s career banding compensation system1

North Carolina’s Career Banding Compensation System

System Goals:

  • To base employee pay on level of contribution and labor market information

  • To simplify administrative processes

  • To delegate compensation decisions to managers and hold them accountable

  • To encourage employees to develop skills needed for the organization to succeed


North carolina s career banding compensation system2

North Carolina’s Career Banding Compensation System

Pay Philosophy

  • Competitive pay will reinforce high standards and positively impact the state’s ability to:

    • Recruit, retain and develop qualified, motivated, and diverse workforce

    • Promote proven successful work behaviors

    • Emphasize competencies and demonstrated proficiency on the job


North carolina s career banding compensation system3

North Carolina’s Career Banding Compensation System

Pay Philosophy Key Principles:

  • Salaries shall be at or near the journey market rate (JMR) for employees who regularly exhibit successful work behaviors at the journey level determined for the class

  • Salaries may exceed the JMR for employees who regularly exhibit successful work behaviors beyond those identified at the journey level


North carolina s career banding compensation system4

North Carolina’s Career Banding Compensation System

Features of the system:

  • Eliminates restrictive salary rules and promotes appropriate pay based on contributions and market

  • Gives managers decision making flexibility and holds them accountable for pay decisions

  • Pay is managed to the JMR vs Grade Maximum

  • Introduces new concepts of pay: Above market, at market, and below market


North carolina s career banding compensation system5

North Carolina’s Career Banding Compensation System

Class Structure of Career Banding:

  • Employees will be classified into banded classes within Job Families where career paths are identified and career development is emphasized

  • Each banded class within the Job Family will have a unique journey market rate

  • Organizations may vary from the journey market rate within limits based on unique labor market conditions (if approved by OSP)


Career banding job families

Career Banding Job Families

  • 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


Office of state personnel role

Office of State Personnel Role

  • Lead and Manage the Career Banding process

  • Establish job family structure and banded pay classes

  • Establish market rates and salary guidelines

  • Provide labor market information

  • Monitor for fairness, effectiveness, and efficient use of funds

  • Provide training and consultation


Ga human resources role

GA Human Resources Role

  • Communicate program throughout the organization

  • Train and consult with managers on compensation issues

  • Provide compensation and salary administration services and problem solving

  • Monitor market rates (in conjunction with OSP)

  • Monitor/audit compensation decisions

  • Oversee the Dispute Resolution Process


Dispute resolution process

Dispute Resolution Process

  • Allows employees to have salary adjustment decisions reconsidered by an official beyond the decision maker

  • Salary decisions based on unavailability of funding are not eligible for consideration as a dispute


Management role

Management Role

During Implementation:

  • Assist HR with placing positions into banded classes (using crosswalk)

  • Review existing competencies for value to the organization

  • Assess competencies of employees

  • Serve as content experts to review materials

  • Help determine employee communication and training schedule


Management role1

Management Role

Continuous Responsibilities:

  • Use pay factors to determine and manage employees’ pay

  • Make pay decisions based on business needs of the organization

  • Document pay decisions

  • Advise employees on career development opportunities

  • Recruit and select employees using competencies


Employee role

Employee Role

  • Take responsibility for career development

  • Actively participate in work planning/career development plans

  • Develop competencies and skills that are valued and needed by the organization


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