Competency Assessment and Pay Determination

1
Competency Assessment and Pay Determination
N.C. Office of State Personnel Career-Banding
Project Team
2
Competency Assessment and Pay Determination

• Performance Management
• Goals and Expectations
• Behavioral Competencies
• Performance Improvement
• Competency Assessment
• Functional Competencies
• Career Development
• Pay Determination

3
Performance Management

• Final Performance Rating
• U Unsatisfactory
• Does not meet goals or behavioral competencies
• BG Below Good
• Many goals/behavioral competencies not met
• G Good
• Goals/behavioral competencies generally met
• VG Very Good
• Many goals/behavioral competencies exceeded
• O Outstanding
• All goals/behavioral competencies exceeded

4
Competency Assessment andPay Determination

• Functional Competencies

5
Functional Competency Assessment

• Functional Competencies
• Are tied to demonstrated knowledge, skills, and
  abilities
• Can be observed and measured
• Have distinct Contributing, Journey, and Advanced
  levels established for roles within a banded
  classification
• Developed by Transition Teams and validated
  within A/U, both using focus groups

6
Functional Competency Assessment

• Key Functional Competencies
• Key Competencies are the essential, most
  important competencies required of an individual
  job.
• From statewide banded class specs validated
  internal to A/U using focus groups
• List in order of importance

7
Functional Competency Assessment

• Core to A/U? (check box)
• Competencies set by Agencies and Universities as
  critical to all jobs within the organization.

8
Functional Competency Assessment

• Expectations
• Knowledge, skills, or abilities that are expected
  to be demonstrated on the job.
• Refer to competency profile (level descriptions)
  adopted by your Agency/University
• Determine what is needed by the organization
• How should competencies be demonstrated on the
  job?
• How will they be observed and tracked?
• Discuss with employee

9
Functional Competency Assessment

• Final Results
• At the end of the work planning cycle, Results
  are assessed in relation to the established
  Functional Competencies and Expectations.
• Have functional competencies been demonstrated by
  the employee? How or how not?

10
Functional Competency Assessment

• Level
• Correlate Final Results to appropriate level
  for each Key Functional Competency based on
  demonstrated competencies and established level
  descriptions.
• Contributing
• Journey
• Advanced

11
Functional Competency Assessment

• Final Competency Assessment
• Overall level determined based on the majority of
  individual Key Functional Competencies.
• Generally, if most Competencies are Contributing,
  overall level should be Contributing.
• Exceptions if one or more Key Functional
  Competencies is more critical to the
  organization, may carry more weight in final
  assessment.
• Must explain and justify in Comments section
  (establish at Initial Work Planning Discussion).

12
Career Development

• What is the organizational need?
• What employee attributes need development or
  strengthening to accomplish the above?
• What areas does employee wish to improve?
• Are these attainable within current position and
  work unit?
• If so, are training resources available and what
  is a reasonable time frame?
• What specific training and/or education should
  improve the performance and competency level?
• Include Employee and Supervisor responsibilities

13
Competency Assessment and Pay Determination

• Determining Pay

14
Pay Based on Competencies
Competency Evaluation Form
Contributing Journey
Advanced Comp A X Comp B X Comp C
X Overall X
Employees Pay
Career-Banded Class Rates
Min
Max
Journey Market Rate
Contributing Reference Rate
Advanced Reference Rate
15
Pay Based on Competencies
Competency Evaluation Form
Contributing Journey
Advanced Comp A
X Comp B X Comp C X Overall X
Employees Pay
Career-Banded Class Rates
Max
Min
Contributing Reference Rate
Journey Market Rate
Advanced Reference Rate
16
Pay Based on Competencies
Competency Evaluation Form
Contributing Journey
Advanced Comp A
X Comp B X
Comp C
X Overall X

Employees Pay
Career-Banded Class Rates
Min
Max
Advanced Reference Rate
Journey Market Rate
Contributing Reference Rate
17
Determining Pay

• Process
• Evaluate groups of employees in same banded
  classes and in same general competency level
• Apply Pay Factors consistently among employees
• Fine-tune the pay recommendations based on
  application of the Pay Factors
• Justify and document!

18
Determining PayCareer-Banding 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 functional competencies and associated
  levels that are required based on organizational
  business need and demonstrated on the job.

19
DEADLINE OF JANUARY 1, 2006

• Title Changes Required
• Recruit From State Specs
• Competency Assessment of Employees Occurs Soon
  After

20

• Questions????