Career Banding

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

opportunitiesfor our employees

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state government Current system outdated and cumbersome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

Statewide Job Family Structure

1. Administrative and Managerial 2. Information Technology 3. Law Enforcement and Public Safety4. Information and Education5. Human Services6. Medical and Health 7. Institutional Services 8. Operations and Skilled Trades 9. Engineering and Architecture 10.Natural Resources and Scientific

Branches in the Administrative & Managerial Job Family

Business Management Financial Analysis Human Resources Budgeting Services Program Management Support Services Auditing Planning Economic

Development

Accounting Social Research Legal Services

670 graded classes to 33Banded classes

4 New Social Research Banded Classes

Social/Clinical Research Assistant Social/Clinical Research Specialist Social/Clinical Research Manager Social/Clinical Research Executive

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

What is a competency?Competencies are the observable and

measurable set of: skills knowledge abilities key behaviors

that are necessary to perform the job.

Contributing Competencies

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

Journey Competencies

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

Advanced Competencies

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

Career Band Example

 

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

Social Clinical Research Assistant

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

Compensation

New Hire/Transfer Permanent Status Promotion Reassignment Career Progression

Adjustment

Managers must consider the 4 pay factors when any of the following occur:

Career Banding offers more flexibility and fewer restrictions

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

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.

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.

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.

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.

Where do we go from here?

DHHS Social Research Banding Project

• Team Members include:Chris Midgette – DHHS

HRDick Miller – DPHGlenn Reuss – DPHJulean Self – DPHPaul Bueshcher – DPHPaula Woodhouse –

DHHS HR

• Project Plan

• Communication Plan

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

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

•Routine•Repetitive•Defined assignments

•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

Contributing Journey Advanced

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

•Basic knowledge of research•Work within established guidelines/deadlines•Project of limited scope

•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

Contributing Journey Advanced

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

•Coordinates day to day work•Reports to a higher level manager•Strong specialist role

•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

Contributing Journey Advanced