LEAD Salary Administration & Position Management

1. LEADSalary Administration & Position Management Job Categories | Position Descriptions Career Bands and Salary Ranges Position/Salary | Change Requests 2012

2. TOPICS FOR DISCUSSION Overview of EPA and SPA employees Career Banding Compensation Design Position Description Components Types of Position Actions Competency Assessment

3. 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

4. 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.

5. 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.

6. 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

7. 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

9. 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

11. 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.

12. 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 band MIN Contributing Range Journey Range Advanced Range MAX

13. 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

14. 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

15. ROLE OF HR CONSULTANT

16. TWO HR UNITS RESPONSIBLE FOR SALARY ADMINISTRATION:

17. HR EMPLOYMENT STAFF 17

18. 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

19. 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%

20. 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

21. 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

22. 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

23. 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