Position and Salary Management Lead 2012

1. Position and Salary ManagementLead 2012 Job Categories Position Descriptions Career Bands and Salary Ranges Position/Salary Change Requests

2. Objectives • Overview of SPA employees • Career banding compensation design • Position Description Components • Business Need (Description of Work) • Functional Competencies • Minimum and Preferred Qualifications • Competency Level and Market Ranges • ADA Checklist 4. Types of Position Actions • Proposal Request • Create New • Modify Position without Budget Change • Modify Position with Budget Change • Other Position Actions with Budget Change 5. Competency Assessment • Market Confirmation or Career Progression

3. EPA SPA -Faculty and Instructional -Senior Administrative Officers -Require Master’s degree -Usually FLSA Exempt* -Established and approved by Academic Budget and Personnel (Ramah Carle, extension 74004) -Regulated by University Policy Statement # 64 and http://www.provost.uncc.edu/epa/handbook.htm -Hired and dismissed “at will.” • -Non-faculty and non-instructional • -May be Managers and Directors • -May have Master’s or equivalency • -25% FLSA Exempt; 75% Subject • -Established and approved by Human Resources (Business Affairs) • Regulated by G.S. 126, Office of State Personnel, and http://www.osp.state.nc.us/manuals/dropmenu.html • Recruitment and disciplinary policies governed by the State Personnel Act. * The federal Fair Labor Standards Act 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. FLSA decisions on time reporting are a position classification component.

4. SPA Career BandingOccupational Groups/ Job Families • Administrative and Managerial • Information Technology • Law Enforcement • Information and Education • Environmental and Scientific Research • Medical and Health • 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

5. Position Description Cycle • Identify Business Need • Write Position Description • Post Vacancy Notice • Interview and Submit Hiring Proposal • Initial Competency Assessment • Evaluate Business Need over time • Plan for salary budget need requests • Revise Position Description as needed Recruitment

6. Identify Business Need: Proposal Request • Describe the work you need to assign (or re-assign) • List the competencies (knowledge & skills) you anticipate the work requiring • Have some idea of available budgeted salary • Have confirmation of leadership’s commitment of resources • Use Proposal Request to submit

7. Position Description Components • Career Band – role description; description of work • Functional Competencies – required knowledge, skill and abilities to perform the work • Job Duties – tasks and responsibilities; examples of the work to be done in the job specific to each required functional competency area • Priority Order – ranking of required functional competency areas from most important to least important for successfully achieving business needs • Requirements (State Minimum and Preferred Qualifications) • Physical Requirements (ADA Checklist)

8. Competencies Link HR Processes Competency Profile for Career Band Required Functional Competencies Position Description Supporting Tasks Described for each Functional Competency area. Critical Behaviors Listed Work Plan and Annual Appraisal Supervisor’s Expectations for Employee: SMART Goals for each Functional and Behavioral Competency Area Competency Assessment Confirm Employee’s Appropriate Market Compensation Range based on demonstration of competencies Critical Behaviors Supporting Functional Competencies

9. Position Description Components: Example of HRMS Resource • Career Band: Research Technician • Competency Level: Journey • Salary Range for this Career Band and Level: $30,000 - $36,000 • Description of Work: Positions in this banded class support experimental processes in a laboratory, clinic, field and /or teaching environment (hereafter referred to as "laboratory”). Work requires knowledge of applicable laboratory procedures, tests, techniques and terminology. The range of duties includes, but is not limited to: conducting experiments, collecting and summarizing data, and providing proper laboratory/study subject care. Employees at the journey and advanced levels may serve as a lead worker. • Functional Competencies: Technical Knowledge, Research Support Operations, Data Collection, and Laboratory/Subject Care • Minimum Requirements: Journey: Graduation from high school and two years of experience in laboratory work; or an equivalent combination of training and experience.

10. 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.

11. Example of Market Rates and Ranges Market Reference Ranges -- the Table of Market Rates and 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 band MIN Contributing Range Journey Range Advanced Range MAX

12. Position Description: Planning • Must pay within career band and competency level range • University target is the “Market Reference Rate” • Do not start a new position without submitting a proposal request • Call your HR Consultant: • Amy Braun – Academic Affairs, Athletics, University Advancement, Chancellor, Financial Services, (exceptInformation Technology jobs) 70651 • Hal Walter – Student Affairs, Facilities Management, Business Services, Law Enforcement, all Information Technology positions in any division70668

13. Role of HR Consultant • Funding Availability – Is the budgeted salary within the appropriate pay range for the business need met by the work described? • Appropriate Market Range – What do similar jobs pay in state government and the university system? • Internal Equity – What comparisons must be considered across the entire campus? • Relevance of Functional Competency – Are the functional competencies of the desired career band the best match for the business need?

14. Two HR Units Responsible for Salary Administration: Compensation and Position Management Employment • Post Vacant Positions • Manage applicant referrals and selections • Review and consult on Hiring Proposals • Approve Salaries for all Actions resulting from Recruitment: • Promotions, Lateral or Horizontal Transfers, Reinstatements STAFF: • Kieffer Gaddis, Employment Manager • Tracy Worthey, Robyn Flowers, and Herlicia Blakely • Establish New Positions • Reallocation • (Band-to-Different Band) • Position Competency Level Change • Performance Management process • Competency Assessments for Career Progression requests

15. Use the Human Resources Management System • On-line Proposal Request and Response • HR Consultant will advise on career band and level • Inform of approximate budget needed. • Create New Position • HR must review and establish prior to posting • Modify Position with Budget Change • “Substantial change in job duties” is the current requirement for a salary increase request • Additional duties must represent higher level work with greater responsibility (not just “more work”) • Summarize changes in Reason for Action • HR must review and approve prior to communication of increase • Required approvals by UNC Board of Governors

16. Use the Human Resources Management System • “Other Request” with Budget Change • Use for FTE changes such as hours/week; months/year; funding source change; funding extensions on time-limited positions; temporary salary increases; abolishing positions • Modify Position without Budget Change • Use for changes to assigned duties or ADA requirements not substantial enough to consider salary change • Delegation of Authority • Use to delegate data entry tasks for making job changes to an administrative support staff member at your request • Initiate/Modify Competency Assessment • Used as preliminary step to request a career progression increase when the employee has been assigned work requiring additional competency

17. Recommended Resource • Career banding as a position and salary management system is unique to the NC University system • It is not intuitive • For an excellent overview, take the time to watch UNC – General Administration’s presentation for new managers at this link: http://www.northcarolina.edu/hr/unc/classcomp/Career-banding.pdf