Countdown to Career Banding: Research Branch

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Countdown to Career Banding Research Branch

• Office of Human Resources
• Dr. Vicki Bradley
• February 9, 2006

Presentation to the Research Administration
Support Group (RASG)
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Agenda

• I. What is Career Banding?
• II. Goals of the New System
• III. Compensation System Comparison
• IV. Key Changes under the Career Banding System
• V. Statewide Implementation
• VI. Career Banding Implementation Process
• VII. Next Steps - What Can Be Done Now to
  Prepare?

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I. What is Career-Banding?

• A compensation plan designed to place
  employees into banded classes where career paths
  are identified and career development is the
  emphasis.
• Collapses current classes based on
• the general nature of the work,
• similar jobs in the labor market,
• the type of training and experience needed, and
• the competencies needed to perform the job.
• Driven by competencies needed for a position
  and possessed by an employee

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II. Goals of the New System

• To recruit, retain and develop qualified,
  motivated, and diverse workforce
• To base employee pay on level of contribution
  and labor market information
• To simplify the administrative process
• To delegate compensation decisions to managers
  and to hold them accountable
• To encourage employees to develop those skills
  necessary for the organization to succeed

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III. Compensation System Comparison

• Career Banding
• Person Based
• Broadly defined classes
• Few class levels
• Emphasis on competency attainment
• Emphasis on aligning employees salary with
  market averages
• Manager responsible for competency assessment and
  salary decisions

• State Pay Plan
• Job based
• Narrowly defined classes
• Many class levels
• Emphasis on classification relationships
• Entitlement expectation to be at grade max
• Time in position determines salary

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IV. Key Changes under the Career Banding System

• A. Converting Narrow Classes to Broad Classes
• B. Establishing Competencies
• C. Adopting a new Compensation Strategy
• D. Integrating all Aspects of a Competency-based
  System

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A. Converting from Narrow Classes to Broad
Classes
Current Class Titles Banded Title
Agr Research Assistant I-IV Laboratory Animal
Technician I-IV Research Aide Research Technician
I-II
Research Technician
Agr Research Technician I-III Laboratory Research
Specialist Research Analyst I-II Research
Technician III
Research Specialist
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Job Family Structure
Job Family
Branch
Branch
Role
Role
Role
Role
Note Within each role there are varying level
of Competencies
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Job Family Structure
Natural Resources and Scientific
Research
Management
Research Technician Research Specialist
Research Operations Manager
Note Within each role there are varying level
of Competencies
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B. Establishing Competencies

• Competencies are an observable and measurable
  set of skills, knowledge, abilities, behaviors,
  and other characteristics that an individual
  needs to perform work roles or occupational
  functions successfully
• Various levels of competencies
• Contributing Level
• Journey Level
• Advanced Level
• Created by Research Career Banding Transition
  Team
• Comprised of representatives from state agencies
  and universities
• Input provided by subject matter experts
• Reviewed by Focus Groups

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C. Adopting a New Compensation Strategy

• Introduces new concepts of pay
• above market
• at market
• below market
• Eliminates restrictive salary rules and
  promotes
• appropriate pay based on contribution and
  market
• Gives managers decision-making flexibility and
  holds
• them accountable for pay decisions and spending
• Pay is managed to the market rate for specific
• occupations

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Band Structure
Maximum Salary
Advanced Level
Advanced Market Rate
Journey Level
Journey Market Rate
Contributing Level
Contributing Market Rate
Minimum Salary
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D. Integrating all Aspects of a Competency-based
System

Compensation
Recruitment and Staffing
Workforce Planning
Competencies
Performance Management and Competency Assessment
Training and Development
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• Statewide Implementation
• Ten Job Families

• Administrative and Managerial (includes OSSOG)
• Information Technology
• Law Enforcement Public Safety (Certified
  Officers)
• Information and Education
• Human Services
• Medical and Health
• Institutional Services
• Operations and Skilled Trades
• Engineering and Architecture
• Natural Resources and Scientific

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Natural Resources and Scientific Examples of
Potential Branches

• Agricultural Management Branch
• Chemistry Branch
• Environmental Management Branch
• Environmental Health Branch
• Forensics Branch
• Forestry Branch
• Parks and Recreation Branch
• Research Branch
• Undersea Research Branch
• Wildlife/Fisheries Management Branch

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VI. Career Banding Implementation Process

• Transition teams established
• Crosswalk
• Competencies
• Market Analysis
• Approvals by OSP Career Banding Group
• Approval by State Personnel Commission
• Notification and training from OSP
• Implementation
  
  Project Team
• Delegation of Authority

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Career Banding Implementation Philosophy

• Cost neutral on implementation.
• Funded through the redistribution of promotion,
• reallocation, in-range and other increases.

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Career-banding Implementation OutlookUNC-Chapel
Hill

• Complete Public Safety
• Information Technology

Next Research (1-2 years) Social
Research Institutional Services Office
Support Trades Human Resources
Future All job classes
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VII. Next Steps

• Establishing a Research Career Banding Project
• Team at UNC-Chapel Hill
• What can be done now to prepare?
• Let the countdown begin..