Career Banding Training for Nursing. Objectives Understand the basic structure of career banding...

Career Banding TrainingCareer Banding Training

forforNursingNursing

ObjectivesObjectives

Understand the basic structure of career Understand the basic structure of career bandingbanding

Understand the new competency profiles Understand the new competency profiles for nursing classificationsfor nursing classifications

Understand how to assess an employeeUnderstand how to assess an employee Understand the difference between Understand the difference between

Competency Assessment and Performance Competency Assessment and Performance ManagementManagement

Understand how pay is administered in Understand how pay is administered in career bandingcareer banding

Understand the roll over processUnderstand the roll over process

What is career banding?What is career banding?

A new human resources system that A new human resources system that affects the way weaffects the way we classify jobsclassify jobs hire peoplehire people pay employeespay employees promote employeespromote employees evaluate employeesevaluate employees provide career development opportunitiesprovide career development opportunities

for our employeesfor our employees

Why are we banding?Why are we banding? Directed by OSP as a statewide changeDirected by OSP as a statewide change Reduces the number of job classes and titles in Reduces the number of job classes and titles in

state governmentstate government Current system outdated and cumbersomeCurrent system outdated and cumbersome

6000+ classification titles6000+ classification titles 47 salary grades47 salary grades

Move toward pay based on Move toward pay based on current market ratescurrent market rates Gives managers more flexibility in setting pay Gives managers more flexibility in setting pay

and granting promotionsand granting promotions Emphasizes commitment to individual growth & Emphasizes commitment to individual growth &

career progress career progress based on based on unit/facility/org needsunit/facility/org needs

Statewide Job Family Statewide Job Family StructureStructure

1. Administrative and Managerial

2.2. Information Technology Information Technology

3.3. Law Enforcement and Public SafetyLaw Enforcement and Public Safety

4.4. Information and EducationInformation and Education

5.5. Human ServicesHuman Services

6.6. Medical and HealthMedical and Health

7.7. Institutional Services Institutional Services

8.8. Operations and Skilled Trades Operations and Skilled Trades

9.9. Engineering and Architecture Engineering and Architecture

10.10. Natural Resources and ScientificNatural Resources and Scientific

Some Branches in the Medical Some Branches in the Medical

and Health Familyand Health Family

DentalDental NursingNursing PharmacyPharmacy Medical Medical

LaboratoryLaboratory Technician Technician

ServicesServices

New Nurse Banded ClassesNew Nurse Banded Classes

Licensed Practical Nurse Licensed Practical Nurse Professional NurseProfessional Nurse Nurse Consultant Nurse Consultant Nurse Supervisor Nurse Supervisor Nurse PractitionerNurse Practitioner Nurse DirectorNurse Director

Nursing Branch CrosswalkNursing Branch Crosswalk

Shows which existing classifications were Shows which existing classifications were collapsed into the new banded class*collapsed into the new banded class*

Total of 72 classes collapsed into 5Total of 72 classes collapsed into 5 7 collapsed for the Licensed Practical Nurse 7 collapsed for the Licensed Practical Nurse 21 collapsed for the Professional Nurse21 collapsed for the Professional Nurse 14 collapsed for the Nurse Consultant14 collapsed for the Nurse Consultant 17 collapsed for the Nurse Supervisor17 collapsed for the Nurse Supervisor 13 collapsed for the Nurse Director13 collapsed for the Nurse Director

OSP created a Nurse Practitioner ClassOSP created a Nurse Practitioner Class To recognize licensure & market rate differencesTo recognize licensure & market rate differences

* * Crosswalk printout found inside front binderCrosswalk printout found inside front binder

Nursing Banded Class Nursing Banded Class Profiles Profiles

Nursing Banded Class Profiles are based on statewide focus group feedback from university and agency nurses (including DHHS)

WHAT IS INCLUDED IN A PROFILE?WHAT IS INCLUDED IN A PROFILE? Describes role Describes role Describes competencies needed in the job at each Describes competencies needed in the job at each

level level (contributing, journey, advanced)(contributing, journey, advanced) Includes the minimum Training & Education Includes the minimum Training & Education

required for the banded classrequired for the banded class

What is a competency?What is a competency?Competencies are the observable and Competencies are the observable and

measurable set of:measurable set of:

skills skills knowledge knowledge abilitiesabilities key behaviorskey behaviors

...that are necessary to perform the job. ...that are necessary to perform the job.

CompetenciesCompetencies ContributingContributing - Knowledge, skills, abilities - Knowledge, skills, abilities

and successful work behaviors that are and successful work behaviors that are minimally minimally required for an employee in the required for an employee in the band.band.

Journey - Fully appliedFully applied body of knowledge, body of knowledge, skills, abilities and successful work skills, abilities and successful work behavior required for the band.behavior required for the band.

AdvancedAdvanced - The - The highest or broadest scopehighest or broadest scope of knowledge, skills, abilities and work of knowledge, skills, abilities and work behavior required in the band.behavior required in the band.

Role Summary: Licensed Practical Role Summary: Licensed Practical NurseNurse Participate in nursing assessmentsParticipate in nursing assessments

Provide personal care of patientsProvide personal care of patients Take routine vital signs, monitor intake/output, collect specimens, change Take routine vital signs, monitor intake/output, collect specimens, change

aseptic dressings, deliver routine respiratory therapy & other treatments, aseptic dressings, deliver routine respiratory therapy & other treatments, catheter & colostomy care, give routine medications and assist RN or MD catheter & colostomy care, give routine medications and assist RN or MD as neededas needed

Admit patients and stock suppliesAdmit patients and stock supplies

4 Competencies:4 Competencies: Technical Knowledge, Consulting/Advising, Client/Customer Service, Technical Knowledge, Consulting/Advising, Client/Customer Service,

CommunicationCommunication

•Applies knowledge of practical nursing, patient care, screening, treatment, & basic emergency care•Consult/advise patients & families on org’s services, policies & procedures•Guide/counsel staff on daily routines•Communicate with patients using layman’s terms

•Knows 6 rights to med admin•Understands use, contraindi- cations & side effects of meds•Obtains vital signs, collects specimens & conducts sick call•Guides/counsels nursing staff on patient care•Uses systems approach when interviewing patient to aid in describing symptoms & in discerning situation•Documents subjective & objective data, action taken & plan of care

Contributing Journey Advanced

•Uses specialized med equip•Skilled in responding to high risk behaviors of suicidal and self- injurious patient•Effective in overcoming barriers or techniques used by patient inhibiting proper communication•Counsels/advises staff on job performance & conduct•Solves complex issues according to policies and procedures

Role Summary: Professional NurseRole Summary: Professional Nurse Conducts needs assessmentsConducts needs assessments Develops, implements, & evaluates treatments plansDevelops, implements, & evaluates treatments plans Provides patient care & education through case managementProvides patient care & education through case management May supervise staffMay supervise staff

6 Competencies:6 Competencies: Technical Knowledge, Consulting/Advising, Critical Technical Knowledge, Consulting/Advising, Critical Thinking, Thinking, Client/Customer Service, Coaching/Mentoring, Client/Customer Service, Coaching/Mentoring, CommunicationCommunication

•Applies nursing principles for specific area of practice•Guides subordinate staff on daily routines•Educates patient, family & staff on disease process, treatment, & self-care.•Documents subjective & objective data, action taken, & plan of care.

•Knows Unit Org & applies SOPs•Leads a team, delegates & makes assignments•Guides/counsels nursing staff on patient care•Independently develops, modifies & implements nursing plan•Teaches/Precepts nursing staff thru orientation & on- the-job training


•Instructs/consults nurse & medical staff on recognized chronic diseases, treatment, care...•Interprets/adheres to research study protocols•Evaluate & counsels employees on performance & conducts disciplinary actions•Manage complex dilemmas. Antici- pate, recognize/respond to potentially problematic situations•Skill in dealing w acutely ill

Role Summary: Nurse ConsultantRole Summary: Nurse Consultant Consultative work to public health, utilization review & review of health Consultative work to public health, utilization review & review of health

care delivery systems within areas assignedcare delivery systems within areas assigned May provide technical expertise/guidance in assessing, developing & May provide technical expertise/guidance in assessing, developing &

implementing education & research materials to meet nursing practice implementing education & research materials to meet nursing practice needsneeds

6 Competencies:6 Competencies: Technical Knowledge, Consulting/Advising, Critical Technical Knowledge, Consulting/Advising, Critical Thinking, Thinking, Client/Customer Service, Coaching/Mentoring, Client/Customer Service, Coaching/Mentoring, CommunicationCommunication

•Basic knowledge of Unit Org, fed/state standards, accrediting & certifying bodies, guidelines & regulations. Applies SOPs•Applies nursing principles & techniques for medical, surgical/mental health prac•Conducts surveys, program audits, investigation of complaints•Establish continuing care referrals•Guides staff on daily routines

•In-depth knowledge of disease process, med term & diagnostic data. Wkg knowledge of fed/ state standards, accrediting & certifying bodies, guidelines/ regs & Perf Imp principles.•Leads a team, delegates & makes assignments•Partners w mgmt & orgs in planning/scheduling/providing services.•Teaches/Precepts nursing staff thru orientation & on- the-job training


•Advanced knowledge of fed/state standards, accrediting & certifying bodies, guidelines/regulations.•Gen knowledge of state/fed laws, business/finance/physician services/ pharmacy/diagnostic services/patient activity programs/sanitation services•Evaluate/counsels emp on performance & conducts disciplinary actions•Manage complex dilemmas. Antici- pate, recognize/respond to potentially problematic situations•Communicate w patients/families & specialty MDs, agencies, vendors & research sponsors concerning life threatening diseases.

Role Summary: Nurse SupervisorRole Summary: Nurse Supervisor Supervises a component(s) of a nursing program Supervises a component(s) of a nursing program (including research)(including research) Plans, organizes, manages daily operations, QA, HR mgmt functions & Plans, organizes, manages daily operations, QA, HR mgmt functions &

staff developmentstaff development May supervise nursing consultation programsMay supervise nursing consultation programs

6 Competencies:6 Competencies: Technical Knowledge, Critical Thinking, Client/Customer Technical Knowledge, Critical Thinking, Client/Customer Service, Consulting/Advising, Communication, Supervision Service, Consulting/Advising, Communication, Supervision

•Considerable knowledge of prof nursing theory & techniques.•General know of local, state & fed regs governing health care practices & accrediting bodies’ standards•Implements nursing process as it relates to patient care, staff assignment/delegation w some sup from higher mgmt•Assess emp competencies, counsel on job perf/conduct, develop emp improvement plans•Identifies/addresses quality monitoring & PI issues for unit

•Wkg know of good supv pract & skill in supervising others•Independently implements nursing process as it relates to patient care, staff assignment/ delegation w some sup fr higher mgmt•Plans/supports emp in career development opportunities•Identifies/addresses quality monitoring & PI issues for facility•Writes mgmt reports on unit operations•Motivates employees/develops team commitment to meet mgmt objectives


•Mentors new supervisors•Anticipates/recognizes/responds to potentially problematic situations•Involves emp in strategic planning, implementation & development of policies/procedures. •Advises/provides input to mgmt on strategic plan/policy development & global org issues.•Interprets/clarifies info disseminated from management to subordinates•Mentors/coaches/manages total nursing staff competencies in multiple org units•Identifies/addresses quality monitoring & PI issues for multiple units or region.

Role Summary: Nurse PractitionerRole Summary: Nurse Practitioner Provide patient care to include performing assessment, determining diagnosis, Provide patient care to include performing assessment, determining diagnosis,

developing treatment plans, prescribing medication, engaging in research developing treatment plans, prescribing medication, engaging in research activities & providing training & education on wide variety of medical conditions activities & providing training & education on wide variety of medical conditions under MD supv. under MD supv.

Care is provided in a variety of clinical settings: hospitals, outpatient medical Care is provided in a variety of clinical settings: hospitals, outpatient medical offices, health departments, universities, correctional facilities, etc.offices, health departments, universities, correctional facilities, etc.

May practice general medicine or specialize in a specific patient care area.May practice general medicine or specialize in a specific patient care area.

6 Competencies:6 Competencies: Technical Knowledge, Critical Thinking, Client/Customer Service, Technical Knowledge, Critical Thinking, Client/Customer Service, Consulting/Advising, Coaching/Mentoring, CommunicationConsulting/Advising, Coaching/Mentoring, Communication

•Applies basic knowledge of patient care practices•Independently implement nursing process to meet patient needs, diagnosis, determine best course of medical treatment•Coordinates referrals to specialists•Instruct patients/families on disease process, treatment & self care•Assist patient in describing symptoms & discerning situation using systems approach

•Wkg knowledge of patient care•Practices requiring added education/experience (eg. adult care, gerontology, neonatolo- gy, oncology, pediatrics, psych- iatry, women’s health)•Team player w multi-disciplinary healthcare personnel•Advise/educate/precept health care personnel thru on-the- job training and orientation•Document subjective & objective data, action taken, & plan of care.


•Full knowledge of patient care practices in 1+ medical special- ties OR knowledge of working w special patient populations that have more complex needs•Manage complex dilemmas anticipate, recognize, respond to potentially problematic situations•Coordinate referrals to specialists•Instruct/answer ?s from healthcare personnel on disease processes, diagnosis & treatment•Skill in observing behavior & mannerisms.

Role Summary: Nurse DirectorRole Summary: Nurse Director Direct, administer & supervise activities of all nursing service in an Direct, administer & supervise activities of all nursing service in an

organization organization (including consultation organizations).(including consultation organizations). Complete responsibility for planning, coordinating, implementing & Complete responsibility for planning, coordinating, implementing &

evaluating quality of nursing care delivered through organization. evaluating quality of nursing care delivered through organization. Usually members of clinical management teamUsually members of clinical management team

6 Competencies:6 Competencies: Technical Knowledge; Critical Thinking; Client/Customer Technical Knowledge; Critical Thinking; Client/Customer Service; Communication; Supervision; Planning, Organizing & ManagingService; Communication; Supervision; Planning, Organizing & Managing

•Considerable knowledge of 1. professional nursing theory, techniques, practices & procedures 2. med terminology, disease process & body systems, current clinical diagnostic procedures/treatments, & skills in applying knowledge in a review; 3. state/fed rules & regs & accrediting agencies governing program or facility/agency•Assess/evaluate customer needs & implement strategies to meet needs•Assess employee competencies, conduct/participate in PM reviews•Identify/address quality monitoring & PI issues for program.

•Wkg knowledge of 1. admin nursing theories, models, practices. 2. NC Nurse Practice Act.•Extensive knowledge of state/fed rules & regs & accrediting agencies governing nursing•Independently assess, analyze, plan, direct, implement & evaluate delivery of nursing services•Write & present mgmt status reports on operations of facility/ region•Coach/facilitate enhancement of employee competencies•Identify/address quality monitoring & PI issues for facility/region


•Broad scope of knowledge of: admin nursing theories, models, practices needed for orgs/systems w extensive & complex med missions/services•Wkg knowledge of healthcare admin concepts & practices & org mgmt•Extensive knowledge of NC Nurse Practice Act•Visionary & creative thinker. Strategi- cally plan short & long term objectives•Build loyalty & commitment thruout org•Mentor, coach, manage total nursing competencies of staff in org/system•Identify/address quality monitoring & PI issues for nursing service for entire organization/system.

Initial Allocation List Initial Allocation List

Our team used OSP’s crosswalk to place your Our team used OSP’s crosswalk to place your positionspositions from from their current nurse classifications into the banded nurse their current nurse classifications into the banded nurse classifications as shown in your initial allocation list. Unless a classifications as shown in your initial allocation list. Unless a position is currently misclassified position is currently misclassified (not typical)(not typical), the crosswalk , the crosswalk should be correct.should be correct.

If you have concerns about an individual position not being If you have concerns about an individual position not being representative of its current nurse classification, please representative of its current nurse classification, please explain your concerns in an email to explain your concerns in an email to [email protected]@ncmail.net & our banding team will review & respond to your concerns.& our banding team will review & respond to your concerns.

A copy of your facility’s A copy of your facility’s initial allocation listinitial allocation list is located inside is located inside the front cover of your notebook.the front cover of your notebook.

mailto:[email protected]

Competency AssessmentCompetency Assessment

The process used to determine an The process used to determine an employee’s level employee’s level (C,J,A)(C,J,A) in career banding in career banding

Compares the banded class profile to the Compares the banded class profile to the work demonstrated by the employeework demonstrated by the employee

Competency level rating Competency level rating (C,J,A)(C,J,A) is provided is provided for each competency in the profile for each competency in the profile

An overall level of C, J or A is then An overall level of C, J or A is then determined based on the summary of determined based on the summary of allall the individual competency ratingsthe individual competency ratings

Competency Assessment StepsCompetency Assessment Steps Gather all necessary documentsGather all necessary documents

Job descriptionJob description Performance Management formPerformance Management formDocumentationDocumentation ReportsReportsFeedback from othersFeedback from others

Begin completing the blank Competency Assessment form (one for each Begin completing the blank Competency Assessment form (one for each employee)*employee)*

Cut and paste job description summaryCut and paste job description summary Write 2-3 sentences supporting each example recognized in a competencyWrite 2-3 sentences supporting each example recognized in a competency Does the employee demonstrate competencies that fall outside the position’s Does the employee demonstrate competencies that fall outside the position’s

level? Example: Sue Smith, Licensed Practical Nurse, demonstrates skill in level? Example: Sue Smith, Licensed Practical Nurse, demonstrates skill in dealing w acutely psychotic, suicidal & self-injurious person. Has shown skill in dealing w acutely psychotic, suicidal & self-injurious person. Has shown skill in observing suicidal behavior & mannerism and intervening/responding observing suicidal behavior & mannerism and intervening/responding appropriately when assigned to care for 3 suicidal patients over the last 2 appropriately when assigned to care for 3 suicidal patients over the last 2 months.months.

This documentation supports an advanced competency.This documentation supports an advanced competency. Review your documentation as it compares to the profile to determine the level Review your documentation as it compares to the profile to determine the level

of each competency of each competency (Remember, an employee may demonstrate both (Remember, an employee may demonstrate both contributing & journey competencies under a competency: Technical contributing & journey competencies under a competency: Technical Knowledge: no supervisory skills but is journey in applying professional nursing Knowledge: no supervisory skills but is journey in applying professional nursing theory & techniques) theory & techniques)

Determine an overall rating based on the summary of individual competencies.Determine an overall rating based on the summary of individual competencies. Communicate ratings to the employee through discussionCommunicate ratings to the employee through discussion Record the ratings on the Aggregate Leveling Form for your work unitRecord the ratings on the Aggregate Leveling Form for your work unit

**form located behindform located behind Competency AssessmentCompetency Assessment tabtab

Supervisor TipsSupervisor Tips

Collect data Collect data throughout the yearthroughout the year to avoid last to avoid last minute recency effectminute recency effect

Ensure that job descriptions are currentEnsure that job descriptions are current

Keep files on employees to collect dataKeep files on employees to collect data

Put responsibility on employee to provide work Put responsibility on employee to provide work examples related to competenciesexamples related to competencies

Use work examples not personal characteristics Use work examples not personal characteristics when completing the assessmentwhen completing the assessment

Focus on the work being Focus on the work being performed:performed:

Consulting/AdvisingConsulting/AdvisingTwo things to avoid:Two things to avoid: Don’t document performance issues in assessment – focus only on Don’t document performance issues in assessment – focus only on

ACTUAL SUCCESSFUL DEMONSTRATIONS OF COMPETENCYACTUAL SUCCESSFUL DEMONSTRATIONS OF COMPETENCY

Don’t quote the profile to defend level Don’t quote the profile to defend level An example of An example of poor documentationpoor documentation for journey level competency in for journey level competency in

Consulting/Advising for a Professional Nurse: Consulting/Advising for a Professional Nurse: “Ima provides feedback and “Ima provides feedback and advise/counsel to nursing staff on care rendered to patientadvise/counsel to nursing staff on care rendered to patient.”.”

An example of An example of proper documentationproper documentation for a journey level competency in for a journey level competency in Consulting/Advising would be Consulting/Advising would be “I have observed Ima’s success when “I have observed Ima’s success when counseling 2 techs on the proper techniques for medicating DD patients counseling 2 techs on the proper techniques for medicating DD patients with dysphasia. She also demonstrated this competency after developing with dysphasia. She also demonstrated this competency after developing a care plan, then in-servicing an LPN on how to provide care to a patient a care plan, then in-servicing an LPN on how to provide care to a patient with a new portacath.”with a new portacath.”

Employee Name: Ima Sasser Banded title: Professional Nurse

Technical Knowledge

Consulting/ Advising

Critical Thinking

Client/ Customer Service

Coaching/ Mentoring

Communication OverallLevel

Market Rate

Current Salary

J J C J J C JJ $54,800$54,800 $47,018$47,018

Employee Name: Tammy Table Banded title: Licensed Practical Nurse

Technical Knowledge Consulting/Advising Client/Customer Service

Communication Overall Level

Market Rate

Current Salary

J J J A JJ $37,02$37,0288

$41,56$41,5699

Employee Name: Charles Dataset Banded title: Nurse Supervisor

Technical Knowledge

Critical Thinking

Client/ Customer Service

Consulting/ Advising

Communication Supervision Overall Level

Market Rate Current Salary

J J J C C C CC $63,508$63,508 $54,055$54,055

Aggregate Leveling Form

Manager’s Manager’s Competency Assessment Competency Assessment

Toolbox Forms Toolbox Forms

Position Description FormPosition Description Form Request to Post FormRequest to Post Form Career Banding Salary Decision Career Banding Salary Decision

Worksheet Worksheet Career Banding Pay Dispute Review Career Banding Pay Dispute Review

Process Complaint Filing FormProcess Complaint Filing Form

Differences between CA and Differences between CA and PMPM Competency Assessment Performance Competency Assessment Performance

ManagementManagement Assesses level of work being Assesses level of work being demonstrated by the employeedemonstrated by the employee

Uses the banded class profile as Uses the banded class profile as a foundationa foundation

Completed at rolloverCompleted at rollover Completed thereafter when Completed thereafter when

changes occur changes occur (should be (should be completed at least every 3 completed at least every 3 years)years)

Uses CB dispute policyUses CB dispute policy As competencies are As competencies are

developed, pay can be awardeddeveloped, pay can be awarded Includes career development Includes career development

discussiondiscussion

Evaluates employee Evaluates employee performance based on performance based on goals of work unitgoals of work unit

Uses the vision, mission and Uses the vision, mission and goals of the work unit as goals of the work unit as foundationfoundation

Completed annuallyCompleted annually Uses PM Grievance policyUses PM Grievance policy Pay may be awarded if Pay may be awarded if

funded by legislaturefunded by legislature Includes Performance Includes Performance

Improvement Plan if neededImprovement Plan if needed

Making it Easier for YouMaking it Easier for You

New shorter Performance Management New shorter Performance Management form/processform/process

Dimensions are no longer listed on formDimensions are no longer listed on form

Key Responsibilities are replaced by Goals Key Responsibilities are replaced by Goals and Resultsand Results

Still an annual process – can be combined Still an annual process – can be combined with competency assessment cycle with competency assessment cycle

Training to comeTraining to come

DHHS Pay Guidelines

min maxCRRJMR

ARR

Fully demonstratesC level competencies

Fully demonstratesJ level competencies

Fully demonstratesA level competencies

New hires or employeeswho do not possess ordemonstrate all of the C level competencies

New hires or employeeswho demonstrate some of the C level competencies and some of the J level competencies

New hires or employeeswho demonstrate some of the J level competencies and some of the A level competencies

Employees who demonstrateall of the A level competenciesand may be demonstratingsome higher level banded class competencies

Pay Factors:Pay Factors:FFinancial Resourcesinancial Resources - the amount of funding that a manager has available - the amount of funding that a manager has available

when making pay decisions.when making pay decisions.

AAppropriate Market Rateppropriate Market Rate - the market rate applicable to the functional - the market rate applicable to the functional competencies demonstrated by the employeecompetencies demonstrated by the employee

IInternal Pay Alignmentnternal Pay Alignment - the consistent alignment of salaries for employees - the consistent alignment of salaries for employees who demonstrate similar required competencies in the same banded class who demonstrate similar required competencies in the same banded class within a work unit or organization. within a work unit or organization.

RRequired Competenciesequired Competencies - the level of competencies that are required based on - the level of competencies that are required based on organizational business need and demonstrated on the job. This pay organizational business need and demonstrated on the job. This pay factor considers: factor considers:

Minimum qualifications for classMinimum qualifications for class Knowledge, skills, abilities and behaviorsKnowledge, skills, abilities and behaviors Related education and experienceRelated education and experience Duties and responsibilitiesDuties and responsibilities Training, certifications, and licensesTraining, certifications, and licenses

Career Band ExampleCareer Band Example

Journey Market RateJourney Market Rate $54,800$54,800

$37,700 $37,700 $80,000 $80,000

Minimum Minimum Maximum Maximum

Contributing JourneyContributing Journey Advanced Advanced $46,441 $46,441 $ 54,800 $67,404 $ 54,800 $67,404

Professional Nurse

SALARY DETERMINATION

Office of State Personnel Career Banding Policy states:

Contributing: Salaries for employees with contributing competencies should be below the journey market rate guidelines, as established by

OSP, but not below the minimum of the class pay range.

Journey: Salaries for employees with journey competencies should be within the journey market rate guidelines, unless business needs

(budget) prevent this.

Advanced: Salaries for employees with advanced competencies should be above the journey market rate guidelines, unless business needs (budget) prevent this. Salaries must not exceed maximum of

the class pay range.

Salary Decision WorksheetSalary Decision Worksheet

Used to document pay decisionsUsed to document pay decisions New HireNew Hire PromotionPromotion DemotionDemotion Grade-Band Transfer Grade-Band Transfer Probationary to PermanentProbationary to Permanent Reassignment Reassignment Horizontal TransferHorizontal Transfer Competency IncreaseCompetency Increase RetentionRetention Labor Market Labor Market Competency Level ChangeCompetency Level Change

Completed by the manager and sent to HRCompleted by the manager and sent to HR

Career Banding Dispute Career Banding Dispute ProcessProcess

For career status career banding employees For career status career banding employees onlyonly

Dispute Process for career banding Dispute Process for career banding paypay decisions onlydecisions only

Definition of a pay decisionDefinition of a pay decision Promotion, reassignment, CPAPromotion, reassignment, CPA

Not disputable if no fundingNot disputable if no funding

Limited funding plan (priority list)Limited funding plan (priority list)

Career Banding Dispute Career Banding Dispute ProcessProcess

Four issues to appeal:Four issues to appeal:

Amount is less than appropriateAmount is less than appropriate Did not get money when pay factors Did not get money when pay factors

indicate otherwiseindicate otherwise Competencies are not evaluated Competencies are not evaluated

correctly correctly (did not follow process)(did not follow process) Management did not follow limited Management did not follow limited

funding plan prioritiesfunding plan priorities

Process StepsProcess Steps

Employee completes formEmployee completes form

Received in HR within 15 days of salary Received in HR within 15 days of salary decisiondecision

Management must respond within 60 Management must respond within 60 daysdays

Final decision by higher level manager – Final decision by higher level manager – one level up from direct supervisor or one level up from direct supervisor or can be a designee in the divisioncan be a designee in the division

Management’s RoleManagement’s Role Ensure career banding concept is Ensure career banding concept is

communicated to employeescommunicated to employees

Evaluate employee’s Evaluate employee’s initial initial competency competency level for career band placementlevel for career band placement

Evaluate competencies at annual Evaluate competencies at annual performance reviews performance reviews (optional)(optional)

Manage pay to the market ratesManage pay to the market rates

Management’s Role (cont’d.)Management’s Role (cont’d.) Provide Provide detailed documentationdetailed documentation for band/level for band/level

placement and salary adjustments. placement and salary adjustments.

Establish career development plans and Establish career development plans and coaching to enhance an employee’s coaching to enhance an employee’s contribution to the organization’s success.contribution to the organization’s success.

Use new processes for establishing positions, Use new processes for establishing positions, filling positions, reclassifying positions, and filling positions, reclassifying positions, and compensating employees.compensating employees.

Apply pay factors equitably.Apply pay factors equitably.

HR’s RoleHR’s Role

Provide initial and continued training to Provide initial and continued training to managers.managers.

Consult with managers.Consult with managers.

Ensure managers are held accountable.Ensure managers are held accountable.

Monitor/audit actions taken.Monitor/audit actions taken.

Evaluate Band Ranges.Evaluate Band Ranges.

Conduct Program assessment/evaluation.Conduct Program assessment/evaluation.

Employee’s RoleEmployee’s Role

Take responsibility for career development.Take responsibility for career development.

Participate in competency assessment and Participate in competency assessment and career development plans.career development plans.

Develop competencies and skills that are valued Develop competencies and skills that are valued by the organization.by the organization.

Contribute to the accomplishment of the Contribute to the accomplishment of the organization’s mission/goals through continued organization’s mission/goals through continued demonstration of competencies.demonstration of competencies.

Follow dispute review process if applicable.Follow dispute review process if applicable.

Checks and BalancesChecks and Balances

OSP AuditOSP Audit

DHHS MonitoringDHHS Monitoring

Delegation of Authority – DHHS and Delegation of Authority – DHHS and locallocal

EEO ReviewEEO Review

Where do we go from here?Where do we go from here?1. When you leave here, managers will share career banding

information with their supervisors & employees2. Managers/DONs provide examples of

contributing/journey/advanced level to Banding Team by Sept 30th

3. Training on Competency Assessments for DONs (using DONs’/Managers’ examples) in early October 2008

4. Train Managers and Nurse Supervisors on CA in late October 2008

5. DONs/Managers conduct/oversee Competency Assessments in November 2008

6. Copy documents to keep and send originals to your facility’s/ division’s HR manager by 12/10/08

7. You will receive notification from your HR managers when actions are approved

8. DONs/Managers communicate final results to employees9. Additional Recruitment, Performance Management training,

etc – To Be Announced

ResourcesResources

DHHS Banding Website:DHHS Banding Website:http://www.dhhs.state.nc.us/humanresources/http://www.dhhs.state.nc.us/humanresources/

bandingbanding DHHS Brochure (linked on website)DHHS Brochure (linked on website) Banding Team:Banding Team:

Ken Lafone, Caswell CenterKen Lafone, Caswell CenterMary Laforgia, Central Regional HospitalMary Laforgia, Central Regional HospitalDanny Stutzman, ADACT GreenvilleDanny Stutzman, ADACT GreenvilleTracie Wilson, O’Berry Neuro-Medical Treatment CenterTracie Wilson, O’Berry Neuro-Medical Treatment CenterMike Zeinstra, DHHS - Central Human ResourcesMike Zeinstra, DHHS - Central Human ResourcesBelinda Spinelli, DHHS – Central Human ResourcesBelinda Spinelli, DHHS – Central Human Resources

Glenda Potts, O’Berry Neuro-Medical Treatment CenterGlenda Potts, O’Berry Neuro-Medical Treatment CenterPhone (919) 581-4041 or Phone (919) 581-4041 or [email protected]@ncmail.net

Career Banding Training for Nursing. Objectives Understand the basic structure of career banding...

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