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Career Banding.

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Presentation on theme: "Career Banding."— Presentation transcript:

1 Career Banding

2 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 opportunities for our employees

3 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Reduces the number of job classes and titles in state government Current system outdated and cumbersome 6000+ classification titles 47 salary grades Move toward pay based on current market rates Gives managers more flexibility in setting pay and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

4 Statewide Job Family Structure
Administrative and Managerial Information Technology Law Enforcement and Public Safety Information and Education Human Services Medical and Health Institutional Services Operations and Skilled Trades Engineering and Architecture Natural Resources and Scientific

5 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 33 Banded classes

6 4 New Social Research Banded Classes
Social/Clinical Research Assistant Social/Clinical Research Specialist Social/Clinical Research Manager Social/Clinical Research Executive

7 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

8 What is a competency? Competencies are the observable and measurable set of: skills knowledge abilities key behaviors that are necessary to perform the job.

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

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

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

12 Career Band Example Social Clinical Research Assistant Range Handout
Journey Market Rate $38,000 $ 27, $51,750 Minimum Maximum Employees progress through the range Contributing Journey Advanced $31, $ 38, $44,080 Range Handout

13 Pay Factors: Salary Adjustment Form Handout
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 Salary Adjustment Form Handout

14 Compensation New Hire/Transfer Permanent Status Promotion Reassignment
Managers must consider the 4 pay factors when any of the following occur: New Hire/Transfer Permanent Status Promotion Reassignment Career Progression Adjustment Career Banding offers more flexibility and fewer restrictions

15 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

16 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.

17 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.

18 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.

19 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. Brief ER handles details in their presentation ER is the department that employees’ go to for the “Dispute Resolution Process”.

20 Where do we go from here? DHHS Social Research Banding Project
Team Members include: Chris Midgette – DHHS HR Dick Miller – DPH Glenn Reuss – DPH Julean Self – DPH Paul Bueshcher – DPH Paula Woodhouse – DHHS HR Project Plan Communication Plan

21 Resources DHHS Banding Website: DHHS Brochure (linked on website)
DHHS Brochure (linked on website) Banding Team: Phone (919) or

22 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 Contributing Journey Advanced 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 Routine Repetitive Defined assignments

23 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 Contributing Journey Advanced 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 Basic knowledge of research Work within established guidelines/deadlines Project of limited scope

24 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 Contributing Journey Advanced 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 Coordinates day to day work Reports to a higher level manager Strong specialist role

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