Career Banding

1. Career Banding

2. What is career banding? A new human resources system that affects the way we • classify jobs • hire people • pay employees • promote employees • evaluate employees • provide career development opportunities for our employees

3. Why are we banding? • Directed by OSP as a statewide change • Reduces the number of job classes and titles in state government • Current system outdated and cumbersome • 6000+ classification titles • 47 salary grades • Move toward pay based on current market rates • Gives managers more flexibility in setting pay and granting promotions • Emphasizes commitment to individual growth and career progress

4. Statewide Job Family Structure • 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

5. Business Management Financial Analysis Human Resources Budgeting Services Program Management Support Services Auditing Planning Economic Development Branches in the Administrative & Managerial Job Family • Accounting • Social Research • Legal Services • 670 graded classes to 33 • Banded classes

6. 4 New Social Research Banded Classes • Social/Clinical Research Assistant • Social/Clinical Research Specialist • Social/Clinical Research Manager • Social/Clinical Research Executive

7. Social Research Banded Class Profiles • Based on statewide focus group feedback • Modified to fit DHHS • Describe roles • Describe competencies needed in the job • Include the minimum Training & Education required for the banded class

8. What is a competency? Competencies are the observable and measurable set of: • skills • knowledge • abilities • key behaviors that are necessary to perform the job.

9. Contributing Competencies • Knowledge, skills, abilities and successful work behaviors that are minimally required for an employee in the band.

10. Journey Competencies • Fully applied body of knowledge, skills, abilities and successful work behavior required for the band.

11. Advanced Competencies • The highest or broadest scope of knowledge, skills, abilities and work behavior required in the band.

12. Career Band Example Social Clinical Research Assistant Journey Market Rate $38,000 $ 27,310 $51,750 Minimum Maximum Employees progress through the range Contributing Journey Advanced $31,933 $ 38,000 $44,080

13. Pay Factors: Financial Resources - the amount of funding that a manager has available when making pay decisions. Appropriate Market Rate - the market rate applicable to the functional competencies demonstrated by the employee Internal Pay Alignment - the consistent alignment of salaries for employees who demonstrate similar required competencies in the same banded class within a work unit or organization. Required Competencies - the level of competencies that are required based on organizational business need and demonstrated on the job. This pay factor considers: • Minimum qualifications for class • Knowledge, skills, abilities and behaviors • Related education and experience • Duties and responsibilities • Training, certifications, and licenses

14. Compensation Managers must consider the 4 pay factors when any of the following occur: • New Hire/Transfer • Permanent Status • Promotion • Reassignment • Career Progression Adjustment Career Banding offers more flexibility and fewer restrictions

15. Management’s Role • Ensure career banding concept is communicated to employees • Provide staff time to serve on focus groups • Evaluate employee’s initial competency level for career band placement • Evaluate competencies at annual performance reviews • Manage pay to the market rates

16. Management’s Role (cont’d.) • Provide detailed documentation for band/level placement and salary adjustments. • Establish career development plans and coaching that should enhance an employee’s contribution to the organization’s success. • Use new processes for establishing positions, filling positions, reclassifying positions, and compensating employees. • Apply pay factors equitably.

17. HR’s Role • Provide initial and continued training to managers. • Consult with managers. • Ensure managers are held accountable. • Monitor/audit actions taken. • Evaluate Band Ranges. • Conduct Program assessment/evaluation.

18. Employee’s Role • Take responsibility for career development. • Participate in work planning/career development plans. • Develop competencies and skills that are valued by the organization. • Contribute to the accomplishment of the organization’s mission/goals through continued demonstration of competencies. • Follow dispute review process if applicable.

19. Dispute Review Process • Allows employees to have salary adjustment decisions reconsidered by a source beyond the decision-maker. • Procedures will be found on the HR website Career Banding Guide. • Salary decisions based on unavailability of funding are not eligible for consideration under the dispute resolution process.

20. Where do we go from here? DHHS Social Research Banding Project • Team Members include: • Chris Midgette – DHHS HR • Dick Miller – DPH • Glenn Reuss – DPH • Julean Self – DPH • Paul Bueshcher – DPH • Paula Woodhouse – DHHS HR • Project Plan • Communication Plan

21. Resources • DHHS Banding Website: http://www.dhhs.state.nc.us/humanresources/banding • DHHS Brochure (linked on website) • Banding Team: Phone (919)733-4344 or DHHS.HR.division@ncmail.net

22. Role Summary: S/C Research Assistant • Gather, edit, analyze and report data • Identify population, design questionnaire • Compile and manage data; some reporting • Conduct statistical analysis Contributing Journey Advanced • More Variety • Independence • More design and • analysis • Generate new data • Lead others • Collect, compile and • manage data • Edit and format reports • Some research design • Strong knowledge of • statistical software • Routine • Repetitive • Defined assignments

23. Role Summary: S/C Research Specialist • Plan, organize, conduct and evaluate research • Create or validate theories through data collection • Analyze and document data • Project Planning and design; database development • Publication, reports, communication, instruction Contributing Journey Advanced • Full range of functions • Full knowledge of • research • More independent in • planning and design • More varied and • complex • Comprehensive or • specialized knowledge • Manages concurrent & • complex projects • Program or policy • development/eval • Train and supervise • Basic knowledge of • research • Work within established • guidelines/deadlines • Project of limited scope

24. Role Summary: S/C Research Manager • Manage and supervise activities for one or more projects • Program administration, planning and organizing work operations • HR and administrative management • Leads modification efforts, can serve as technical expert Contributing Journey Advanced • Full range of mgmt • functions • Strong role in setting • goals and objectives • Larger and more varied staff • Potential impact on • policy • Develops, directs and • manages one or • more large projects • Leads in adapting • new process, policy • Persuades upper level • management • Conducts new • research • Coordinates day to day • work • Reports to a higher level • manager • Strong specialist role