career banding overview and plan for implementation
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Career Banding Overview and Plan for Implementation. Topics to be Covered Today. What is career banding (General Overview) Describe the current situation Outline the plan/process for implementation Phase I (between now and Feb 2007) Phase II (continuing after Feb 2007)

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topics to be covered today
Topics to be Covered Today
  • What is career banding (General Overview)
  • Describe the current situation
  • Outline the plan/process for implementation

Phase I (between now and Feb 2007)

Phase II (continuing after Feb 2007)

Phase III (moving forward, if released)

  • Address the funding issue
  • Overview the tools and terms
  • Overview materials in handout
  • Questions and Answers
phase i between now and february 2007
Phase I(Between now and February, 2007)
  • Job Families Released and Approved:
    • Administrative Support and Social Research
    • Facility Maintenance (Building and Mechanical Trades)
    • Institutional Services (General Utility Workers and Grounds)
process for phase i to be followed for each job family
Process for Phase I(To be followed for each job family)
  • Establish an Implementation Team
  • Train team on concepts of career banding
  • Review of tools, policies, and forms by Implementation Team
  • Crosswalk positions to banded classes
  • Review of crosswalk by Implementation Team
  • Resolve crosswalk discrepancies
  • Formulate position allocation list
  • Submit list to OSP for approval
  • Change positions to banded titles
phase ii after february for approved classes
Phase II(After February for Approved Classes)
  • Conduct training for all managers and supervisors on career banding concepts, policies, tools and forms for these modules:
    • Competencies and Competency Assessments
    • Salary Administration
    • Recruitment and Selection
    • Performance Management
    • Training and Development
    • Employee Relations (Dispute Resolution Process)
phase ii cont
Phase II, Cont.
  • Assess competencies of employees
    • Contributing, journey, advanced
  • Place employees into salary bands
  • Determine relationship to JMR
  • Implementation is revenue neutral
  • Continue to maintain both class/comp systems
    • Graded and banded classes
phase iii full implementation of career banding
Phase III(Full Implementation of Career Banding)
  • If released, implement remaining job families using above process (band positions, then employees)
  • Continue training on all career banding classification/compensation modules
  • Review and approve salary recommendations and “classification” requests
  • Pursue innovative methods for funding
show me the money
Show Me the Money
  • Career Banding has not been funded
  • Present Class/Comp system has never been fully funded (COLA, CGRA, bonuses)
  • All current salary admin. actions except legislative salary increases are funded from internal sources
  • Funding will come from re-deploying internal funds currently used for IRAs, reclasses, promotions, range revisions, new hires, vacant positions, salary reserve, etc.
terms and tools
Terms and Tools
  • Important new terms to learn
    • Job Family
    • Banded class
    • Competencies (contributing, journey, advanced)
    • Market Rate
    • Business need
    • Pay Factors (FAIR)
tools and terms
Tools and Terms
  • New Tools to use
    • Job description (in People Admin)
    • Banded Class Specs
    • Competency Profiles
    • Competency Assessment Forms
    • Salary Decision Worksheet
questions and answers
Questions and Answers
  • The UNC GA Human Resources classification/compensation website will continue to be developed and all new policies, forms, tools and presentations will be posted there as well as frequently asked questions
  • What are your questions today?