Career Banding Competency Assessment Training

1
Career Banding Competency Assessment Training
Office of Human Resources
2
Objectives

• Brief review of the career banding concept, key
  terms, and a review of managements
  responsibilities
• Hands-on experience creating a functional
  competency assessment for a typical Facilities
  Management employee

3
Career Banding Refresher

• A new human resources system that affects the way
  we classify jobs and the way we pay, promote,
  evaluate and develop employees
• Consolidation of classification titles into bands
• Pay based on current market rates
• Management in conjunction with HR grants
  promotions, sets pay, and promotes career growth

4
Banded Classes
Example
Banded Classes
Banded Classes
5
What are competencies?

• Competencies are the observable and measurable
  set of
• skills
• knowledge
• abilities
• that are necessary to perform the job.

6
Contributing Competencies

• Knowledge, skills, and abilities that are
  minimally required for an entry level employee in
  the band.

7
Journey Competencies

• Fully applied body of knowledge, skills, and
  abilities required for the band.

8
Advanced Competencies

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

9
Competency Profile

• One for each banded class
• Description of Work
• Functional Competencies
• described at each level
• Contributing, Journey, Advanced

10
Competency Profile Example - Facility
Maintenance Technician, Building Trades

11
Pay Factors

• Financial Resources
• Appropriate Market Rate
• Internal Pay Alignment
• Required Competencies

12
Managements Role

• Ensure career banding concept is communicated to
  employees
• Evaluate employees initial competency level
• Evaluate competencies on an on-going basis

13
Managements Role (contd.)

• Provide detailed documentation for band/level
  placement and salary adjustments.
• Establish career development plans and coaching
  that should enhance an employees contribution to
  the organizations success.
• Use new career banding processes for recruitment
  and selection.
• Apply pay factors equitably.

14

• Assessing KSAs/Competencies
• How to Assess Functional Competencies

15
Objectives

• Prepare you to conduct a functional
  KSA/competency assessment for your employees.

16
KSA/Competency Assessment

• Step 1 Identify competencies
• For each competency..
• Step 2 Define expectations (use profile)
• Step 3 Gather documentation write
  assessment
• Step 4 Determine level C, J or A
• Step 5 Determine overall level

17
Step 1 Identify Competencies

• Consider what is required for each position.
• Use the prepared competency profile for ideas.

Competency titles listed in the competency
profile
18
Step 1 Identify Competencies
List competency title here.
19
Step 2 Define Expectations

• Consider your expectations for the position, not
  the current position occupant.
• Use the prepared competency profile for language
  to describe expectations.

Language for Contributing Expectations
Language for Journey Expectations
Language for Advanced Expectations
20
Step 2 Define Expectations

• Add or change language to make your description
• relevant to the position.

Description of desired competency demonstration
Attention to Detail (Journey Level)
Description This position ensures all work
meets and/or exceeds applicable carpentry codes
and standards. Checks and re-checks work prior
to, during, and after completion. Ensures that
all parts of a project/task are completed. Uses
appropriate record keeping methods.
21
Step 3 Gather Documentation and Write
Assessment

• Write an assessment of the current occupant of
  the position.
• Describe occupants competencies in a way that
  addresses the requirements found in the
  competency profile.
• Description This position ensures all work
  meets and/or exceeds applicable carpentry codes
  and standards. Checks and re-checks work prior
  to, during, and after completion. Ensures that
  all parts of a project/task are completed. Uses
  appropriate record keeping methods.
• Jim Smith is responsible for quality control for
  his own work as well as the work of all other
  carpenters due to his extensive knowledge of
  standards and building codes. Within the scope
  of finish carpentry, Jim considers details that
  are not obvious and exhibits superior levels of
  craftsmanship.

Competency Requirement
Assessment of Occupant
22
Step 3 Gather Documentation and Write
Assessment
Place competency requirements and assessment of
position occupant here.
23
Step 4 Determine Level

• Review your assessment of the occupant to
  determine if competencies are demonstrated at the
  Contributing, Journey or Advanced level.

In our example, the position requires
competencies to be demonstrated at the Journey
level.
Description This position ensures all work
meets and/or exceeds applicable carpentry codes
and standards. Checks and re-checks work prior
to, during, and after completion. Ensures that
all parts of a project/task are completed. Uses
appropriate record keeping methods. Jim Smith is
responsible for quality control for his own work
as well as the work of all other carpenters due
to his extensive knowledge of standards and
building codes. Within the scope of finish
carpentry, Jim considers details that are not
obvious and exhibits superior levels of
craftsmanship.
Jim Smith is actually performing at the Advanced
level.
24
Step 4 Determine Level
Indicate demonstrated competency level.
25
Step 5 - Determine Overall Level

• Place competencies in priority order.
• Overall level majority of individual Functional
  KSAs/Competencies
• Exception - if one or more Functional
  KSAs/Competencies is more critical to the
  organization, may carry more weight in overall
  assessment. Explain and justify in Comments
  section.
• Indicate the date the competency was added or
  reviewed.
• Indicate the date of any change to the competency
  description/assessment, competency rating and/or
  overall rating.

26
Step 5 Determine Overall Level
List overall competency rating.
List competencies In priority order.
List date of latest change.
List date competency added or reviewed.
List date of latest change.
List date of latest change.
27
What Not to Consider ..

• Volume of same work
• Performance (U, BG, G, VG, O)
• Years of service
• Personal characteristics

28
Rater Bias

• Horns effect
• Halo effect
• Stereotyping

• Recency effect
• Leniency effect
• Strictness effect

29
Expected AgencysDistribution

• Manage to Journey level
• Very few Advanced

Journey
Advanced
Contributing
30
Exercise

• Determine Overall KSA/Competency Level for one of
  the following
• Building Environmental Services Technician
• Facility Maintenance Tech Mechanical
• Facility Maintenance Tech Building
• Vehicle/Equipment Repair Technician

31
Performance Management
Performance Rating (U, BG, G, VG, O)
Duties and Responsibilities
KRRs
Career Development Plan
KSAs/Competencies
KSA/CompetencyAssessment (C, J, A)
Agency Adapted
Statewide
32
Performance Management Form
In addition to documenting performance on Key
Responsibilities, use the PM form to plan for
career and competency development.
33
Performance Management Form
34

• Thank You!