Lead salary administration position management
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LEAD Salary Administration & Position Management. Job Categories | Position Descriptions Career Bands and Salary Ranges Position/Salary | Change Requests. 2012. TOPICS FOR DISCUSSION. Overview of EPA and SPA employees Career Banding Compensation D esign Position Description Components

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LEAD Salary Administration & Position Management

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Lead salary administration position management

LEADSalary Administration & Position Management

Job Categories | Position Descriptions

Career Bands and Salary Ranges

Position/Salary | Change Requests

2012


Topics for discussion

TOPICS FOR DISCUSSION

Overview of EPA and SPA employees

Career Banding Compensation Design

Position Description Components

Types of Position Actions

Competency Assessment


Lead salary administration position management

EPA

SPA

Faculty and Instructional

Senior Administrative Officers

Require Master’s degree

Usually FLSA Exempt (re: next slide)

Established and approved by Academic Budget & Personnel

Regulated by University Policy Statement # 64 and http://www.provost.uncc.edu/epa/handbook.htm

Hired and dismissed “at will”

Non-faculty & Non-instructional

May be Managers and Directors

May have Master’s or equivalent

25% FLSA Exempt; 75% Subject

Established & approved by Human Resources

Regulated by G.S. 126, Office of State Personnel, and http://www.osp.state.nc.us/manuals/index.htm

Governed by State Personnel Act


Fair labor standards act flsa

FAIR LABOR STANDARDS ACT (FLSA)

The federal Fair Labor Standards Act (FLSA) has specific and complex compliance regulations for what categories of employees must or must not complete time records and be compensated for hours worked over 40/wk.

The FLSA exemption is not related to the EPA exemption from the State Personnel Act.

FLSA decisions on time reporting are a position classification component.


Spa career banding occupational groups job f amilies

SPA CAREER BANDING Occupational Groups/Job Families

  • Administrative & Managerial

  • Information Technology

  • Law Enforcement

  • Information and Education

  • Medical and Health

  • Environmental and Scientific Research

  • Institutional Services

  • Operations and Skilled Trades

  • Engineering and Architecture

These positions are placed in career bands at one of three salary market levels based on standard competency profiles.


Position description cycle

POSITION DESCRIPTION CYCLE

Identify business need

Write position description

Post vacancynotice

Interview

Submit hiring proposal

Initial competency assessment

Evaluate business need over time

Plan for salary budget need requests

Revise position description as needed

Recruitment


Identify business need proposal request

IDENTIFY BUSINESS NEEDProposal Request

Describe work to be assigned (or re-assigned)

List competencies (knowledge & skills) the work requires

Know available budgeted salary

Confirm leadership’s commitment of resources

Submit Proposal Request


Competencies link spa processes

COMPETENCIES LINK SPA PROCESSES

Competency Profile for Career Band

(defines Occupational Role)

Required Functional Competencies

(basis for pay range)

Position Description

Job Duties detailed for each Functional Competency area.

Critical Behaviors Support

Work Plan

Supervisor’s Expectations for Employee:

SMART Goals for each Functional and Behavioral Competency Area

Performance Evaluation

Document Employee’s Performance

Communicate strengths and areas needing development

Critical Behaviors Supporting Functional Competencies


Example of competency profile

EXAMPLE OF COMPETENCY PROFILE

  • Career Band: Research Technician

  • Functional Competency: Data Collection

  • Functional Competency Definition: Observes, monitors, collects, and records data to assess accuracy, validity and integrity of data.


Market rates and ranges

MARKET RATES AND RANGES

12

Market Reference Ranges -- the Table of Market Rates & Ranges provides the salary span within which an employee’s salary in a position assigned to a particular career band and level will fall, based on required competencies for the position.

Market Reference Rates

Career bandMIN Contributing Range Journey RangeAdvanced RangeMAX


Position description planning

POSITION DESCRIPTION: PLANNING

Select career band and competency level range to meet business need

Align selected range with available funding

Target Market Reference Rate or lower

Submit proposal request through HRMS


Position description planning1

POSITION DESCRIPTION: PLANNING

Hal Walter

  • Student Affairs

  • Facilities Management

  • Business Services

  • Law Enforcement

  • Information Technology

    x 7-0655

HR Consultant Assignments

Amy Braun

Academic Affairs

Athletics

University Advancement

Chancellor

Financial Services

x 7-0651

Compensation and Position Management Specialist: Steve Barnhart X 7-0657


Role of hr consultant

ROLE OF HR CONSULTANT


Two hr units responsible for

TWO HR UNITS RESPONSIBLE FOR

SALARY ADMINISTRATION:


Lead salary administration position management

HR EMPLOYMENT STAFF

17


Human resources management system

HUMAN RESOURCES MANAGEMENT SYSTEM

On-line Proposal Request and Response

HR Consultant advises on career band and level

Determines approximate budget needed

Create New Position

HR reviews and establishes prior to posting


Human resources management system1

HUMAN RESOURCES MANAGEMENT SYSTEM

Modify Position with Budget Change

Current pre-requisite for salary increase: “Substantial change in job duties”

Change must be to higher level work with greater responsibility (not just “more work”)

Summarize changes in “Reason for Action” tab

Wait for review and approval before communicating increase

UNC Board of Governors must review >10%


Human resources management system2

HUMAN RESOURCES MANAGEMENT SYSTEM

“Other Request” with Budget Change

FTE changes such as:

  • Hours/week

  • Months/year

  • Funding source change

  • Abolishing positions

  • Funding extensions on time-limited positions

  • Temporary salary increases


Human resources management system3

HUMAN RESOURCES MANAGEMENT SYSTEM

Modify Position without Budget Change

Changes to assigned duties or ADA requirements not substantial enough to consider salary change

Delegation of Authority

Delegate data entry tasks for making job changes to an administrative support staff member at your request


Human resources management system4

HUMAN RESOURCES MANAGEMENT SYSTEM

Initiate/Modify Competency Assessment

Preliminary step to request a career progression increase when the employee has been assigned work requiring additional competency

Competency Assessments are used to confirm appropriate compensation or request additional compensation within the level


Additional information

ADDITIONAL INFORMATION

Career banding as a position and salary management system is uniqueto the NC University system

It is not intuitive

UNC – General Administration created a presentation for new managers here:

http://www.northcarolina.edu/hr/unc/classcomp/Career-banding.pdf


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