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Job Classification System Redesign

Job Classification System Redesign. Frank Heiny, Interim Commissioner Georgia Merit System October 16, 2006. Agenda. Overview/Welcome Frank Heiny, Interim Commissioner Job Validation Process John Roach, GMS Compensation Division

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Job Classification System Redesign

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  1. Job Classification System Redesign Frank Heiny, Interim Commissioner Georgia Merit System October 16, 2006

  2. Agenda Overview/Welcome Frank Heiny, Interim Commissioner Job Validation Process John Roach, GMS Compensation Division Job Validation Feedback Sherma Francis, GMS Compensation Division (website) CDI Development Methodology Chad Roedder, Corporate Psychology Resources Next Steps/Closing Remarks Frank Heiny, Interim Commissioner Pat Kinard-Boutte, GMS Compensation Division

  3. GMS HR Initiatives

  4. GMS HR Initiatives

  5. GMS HR Initiatives

  6. Manager Self-Service UpdateJohn McCrary, SAO

  7. Job Reclassification ProcessJohn Roach, GMS Compensation Division

  8. Its Not About 500 Jobs ?

  9. Its About ... • Agenda • Why standardize • How far off are we? • Our process • Concerns/Anxieties • Features of New System Standardization

  10. Why Standardize Vegetable? Animal? Mineral?

  11. Why Standardize Chef Accountant Trooper

  12. Why Standardize • Where Should We Hire? • What Should We Pay? Comparison

  13. Why Standardize • Administrative Burden • Competencies • Job Quals • Career Paths/Training • HRIS System Manageability

  14. How Far Off Are We? • Current State Format • Long Description • Resps each with list of Standards • Lots of text (generally 3 to 5 pages) • From no detail to daily checklists • Necessary and sufficient conditions (all/some) • Industry-Standard Format • Brief descriptor • Responsibility/task/duty list---sentences • Half to ¾ of page • Consistent • Typical responsibilities

  15. How Far Off Are We? Old New OLd • Wordy • Complex Format • Highly Prescriptive Assignment Rules • Continual Revision • Concise • Simple Format • Best Fit • Stable

  16. Our Process • Standard Classification Systems • DOL---SOC/O*Net • Canadian Govt---NOCS • UN---ILO • Market Consultants • Large Govt and Private Sector Employers

  17. Management Status Dimension Professional Technical Support Occupational Dimension ……..etc…….. Finance Health Care Regulatory Social Services Our Process

  18. Our Process Management • Health Care • Nurses—RNs • LPNs • Medical Social Workers • Physical Therapists • Health Aides • ………. Status Dimension Professional Technical Support Occupational Dimension ……..etc…….. Finance Health Care Regulatory Social Services

  19. SOME ALL Position Our Process Job Responsibilities Position Covers All “Alls”/70% Some---Assignment OK

  20. Position Our Process Job Responsibilities SOME ALL Position Covers Subset of “Alls—New Job Required

  21. Position Our Process Job Responsibilities SOME ALL Position Covers All “Alls”/L.T. 70% Some---New Job Required

  22. Job 4 Job 1 Job 2 Job 3 Our Process High Population Job SOME ALL

  23. Management Status Dimension Professional Technical Support Occupational Dimension ……..etc…….. Finance Health Care Regulatory Social Services Our Process

  24. Grade 20 Grade 19 Grade 18 Management Grade 17 Professional ……………………………………………….. Technical Grade4 Grade2 Grade 2 Grade 1 Support Our Process Status Dimension

  25. State/Region (2) Grade 20 Mid Manager (1) Grade 19 Manager (0) Grade 18 Management Grade 17 Supervisor (3) Supervisor (3) Supervisor (3) Professional Advanced/Lead (2) Advanced/Lead (2) Advanced/Lead (2) ……………………………………………….. Working(1) Working(1) Working(1) Entry/Training (0) Entry/Training (0) Entry/Training (0) Technical Grade4 Grade2 Grade 2 Grade 1 Support Our Process Status Dimension

  26. Current Jobs Industry Standard Profile Job Series Breakout/Revision Our Process

  27. Current Jobs Jobs With Levels Industry Standard Profile Job Series Breakout/Revision Levels Our Process

  28. Current Jobs Jobs With Levels Industry Standard Profile Job Series Breakout/Revision Levels Our Process Agency Class Experts Agency Class Experts Agency Class Experts

  29. Concerns/Anxieties • Individual position Assignments Always an Option • Will Not Eliminate all Low-Incumbency or Single-Incumbent Jobs • Current pay grades overlap 90% and new jobs don’t have wide span of pay grades

  30. Features of New System • Captures institutional knowledge of agency classification experts • Captures GA Gain research but in more streamlined/organized form • PeopleSoft friendly • Intelligent Coding System

  31. Job Validation FeedbackSherma Francis, GMS Compensation Division

  32. Break

  33. CDI Development MethodologyChad Roedder, Corporate Psychology Resources

  34. CDI Development Methodology • Entry Qualifications • Technical Competencies • Career Development Increments

  35. CDI Development Methodology • Team members • Chad Roedder, Ph.D., Burt Grossman, Ph.D., Christina Sarabia, Ph.D. • Deliverables • Review of Job Descriptions • Entry Qualifications for 200 of the 500 jobs • What is needed on entry to the job • Technical Competencies for the 200 jobs • What special knowledge or skill is required for this job • Career Development Increments for the 200 jobs • What training and certifications help someone advance on this job • Provide training on the process to complete the remaining 300 jobs

  36. CDI Development Methodology • Focus Group Preparation Interview (about 1 hour) • Interviewing one SME about all the jobs in a focus group (about 10 jobs in one occupational family) • Provide information about jobs • How do jobs fit together? • How do jobs support agency? • Some information about entry qualifications and technical competencies • This information is used to develop the focus group toolkit

  37. CDI Development Methodology • Toolkit Conference Call (about 30 minutes) • To SMEs invited to provide information about one job in the focus group • Call will review contents of the toolkit • Reviewing task statement for accuracy and relevance • Providing entry education and experience • Providing specific knowledge and skills • Answer questions about the career development increments • What are the next jobs for your position? • What can you do to gain knowledge, skills, and experience related to your job? • How can someone in this position grow in their job? • What training can increase his or her value in this job?

  38. CDI Development Methodology • Sample Toolkit • SMEs complete toolkit with peers • Toolkit returned to CPR prior to focus group

  39. CDI Development Methodology • Focus Group (2 hours) • SMEs (job incumbents, supervisors or managers) one per job • Information collected from toolkits • Focus group will concentrate on career development increments • Validation Questionnaire (25-30 minutes) • 25 SMEs (job incumbents) • Sample diversity (different locations, different agencies) • Electronic survey sent to confirm entry qualifications, technical competencies, and career development increments • Finalized Information added to job descriptions

  40. CDI Development Methodology • What we need from you • Assistance in identifying SMEs • Focus Group Preparation Interview (1 hour) • One person for each occupational family • Toolkit Conference Call (30 min) and Focus Group Participant (2 hours) • One person for each position selected for the focus group • The same person will be on the conference call and in the focus group • Ideally they should have e-mail access • Validation Questionnaire (25-30 min) • 25 people for each position • Ideally they should have e-mail access • Selected to include a diverse perspective (rural, metro, agency differences) • Review of Final Product • Confirm the entry qualifications, technical competencies, and career development increments

  41. Next Steps/Closing RemarksFrank Heiny, Interim Commissioner Pat Kinard-Boutte, GMS Compensation Division

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