Job Classification Redesign Information

1. Job Classification Redesign Information

2. Purpose • The purpose of the new job system is to update and streamline the state’s classification structure, reduce the number of duplicate and redundant jobs on the same or different pay grades, and make job descriptions more consistent with industry standards. © 2005 GDEcD2007 State Personnel Administration

3. Redesign Overview ·In 2006, agency HR representatives and State Personnel Administration (SPA) Compensation consultants, met in inter-agency work groups to develop new job descriptions and to link the current job titles to the newly developed job descriptions. ·SPA held focus groups with agency designated subject matter experts to assist in developing the final three components: Entry Qualifications, Technical Competencies and Career Development Criteria. ·Agency human resource professionals reviewed the new job descriptions. ·On July 1, 2008, the new, redesigned classification system will go into effect and replace the old system. Employees will see a change in their state classified job title and job description. Their assigned job code and pay grade will not change. © 2005 GDEcD2007 State Personnel Administration

4. Components of New Job Descriptions • Entry Qualifications Defining what education and/or experience is needed upon entry to a job. • Technical Competencies What are the specific knowledge, skills and abilities needed for successful performance on the job. • Career Development Criteria What can someone do, in the way of training, learning new skills or projects to increase their value in the job. © 2005 GDEcD2007 State Personnel Administration

5. JOB DESCRIPTIONS The new job descriptions represent the typical responsibilities within each occupational area and their level of work. • Fewer • Consistent Format • Stable • Hierarchy more obvious • More like the rest of the world © 2005 GDEcD2007 State Personnel Administration

6. Job Description The major components of the new job descriptions are: • Job Title - Professional Staff: Human Resources Generalist • Job Code – HRP011 • Job Description • Responsibilities • Examples of Technical Competencies • Entry Qualifications • Preferred Qualifications • Career Development Levels © 2005 GDEcD2007 State Personnel Administration

7. NEW CODING Below is an example and explanation of the new job coding system. HRP011 Professional Staff: Human Resources Generalist HR – Occupational Family - Human Resources P – Occupational Level - Professional 01 – Job Description Title - Generalist 1 – Career/Job Level – Working/Full Proficiency © 2005 GDEcD2007 State Personnel Administration

8. LEVEL GUIDES The leveling guides consists of a group of statements that define each job level. The Working Level Guide: 0 – Entry/Training 1 – Working/Full Proficiency 2 – Advanced/Expert 3 – Supervisory The Management levels are determined by the scope of responsibility: 0 – Manager 1 – Mid-Manager 2 – General Manager © 2005 GDEcD2007 State Personnel Administration

9. Quick Points to Remember • On July 1, 2008, the job title and job description will change to the new redesign titles and descriptions in anticipation of the new Performance Management Process currently being piloted by select agencies. • Title change will be visible on paychecks. • Employees will not see a change in job code, pay grade or pay amount. © 2005 GDEcD2007 State Personnel Administration

10. MAPPING • Mapping was based on previous data gathered during Career Banding initiative • Current job titles Technical input from Focus Groups and Validation Group experts • The old job titles are mapped by occupational family, job responsibilities, and levels It will be the responsibility of the HR Representatives in each agency to assign positions based on current responsibilities and which new job description they most closely match © 2005 GDEcD2007 State Personnel Administration

11. © 2005 GDEcD2007 State Personnel Administration