1. Countdown to Career Banding: Research Branch
Office of Human Resources
Dr. Vicki Bradley
February 9, 2006
Presentation to the Research Administration Support Group (RASG)

2. 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?
Shorter job descriptions
Shorter class specifications
Easier decisions
No SER’s to track (38 page inventory)
Fewer classes
System built on Average Market Rates and pay related to AMRs.

3. 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
Shorter job descriptions
Shorter class specifications
Easier decisions
No SER’s to track (38 page inventory)
Fewer classes
System built on Average Market Rates and pay related to AMRs.

4. 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
Shorter job descriptions
Shorter class specifications
Easier decisions
No SER’s to track (38 page inventory)
Fewer classes
System built on Average Market Rates and pay related to AMRs.

5. 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

6. 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
Shorter job descriptions
Shorter class specifications
Easier decisions
No SER’s to track (38 page inventory)
Fewer classes
System built on Average Market Rates and pay related to AMRs.

7. 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
Factors used to determine banded classes include :
Identified labor markets (similarities)
General Nature of Work
KSA and competencies,
Training and Experience, Certifications
Agr Research Technician I-III
Laboratory Research Specialist
Research Analyst I-II
Research Technician III
Research Specialist

8. Job Family Structure Job Family Branch Branch Career Path Structure
What a JOB FAMILY, CAREER BRANCH and CAREER PATH look like.
“NEXT SLIDE IS THE DEFINITION OF JOB FAMILY PAY BAND
Role
Role
Role
Role
Note: Within each role there are varying level of Competencies

9. Natural Resources and Scientific
Job Family Structure
Natural Resources and Scientific
Research
Management
Career Path Structure
What a JOB FAMILY, CAREER BRANCH and CAREER PATH look like.
“NEXT SLIDE IS THE DEFINITION OF JOB FAMILY PAY BAND
Research Technician
Research Specialist
Research Operations Manager
Note: Within each role there are varying level of Competencies

10. 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
Shorter job descriptions
Shorter class specifications
Easier decisions
No SER’s to track (38 page inventory)
Fewer classes
System built on Average Market Rates and pay related to AMRs.

11. 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
Shorter job descriptions
Shorter class specifications
Easier decisions
No SER’s to track (38 page inventory)
Fewer classes
System built on Average Market Rates and pay related to AMRs.

12. Band Structure Maximum Salary Advanced Level Advanced Market Rate
Journey Level
Journey Market Rate
Range Handout
Use benchmark positions to set AMR for J, C, and A
Set Min and Max
May be Geographic differences
Contributing Level
Contributing Market Rate
Minimum Salary

13. D. Integrating all Aspects of a Competency-based System
Compensation
Recruitment and Staffing
Workforce Planning
Competencies
Performance Management and Competency Assessment
Training and Development

14. 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
Ten job families or occupational groups
Families differ internally - classes that comprise them are different than with Occupational Groups from current system.
New Family (Scientific)
May be more new Families
OSSOG collapsed 79 classes into 3 classes

15. 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
Ten job families or occupational groups
Families differ internally - classes that comprise them are different than with Occupational Groups from current system.
New Family (Scientific)
May be more new Families
OSSOG collapsed 79 classes into 3 classes

16. 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
Shorter job descriptions
Shorter class specifications
Easier decisions
No SER’s to track (38 page inventory)
Fewer classes
System built on Average Market Rates and pay related to AMRs.

17. Career Banding Implementation Philosophy
Cost neutral on implementation.
Funded through the redistribution of promotion,
reallocation, in-range and other increases.
Ten job families or occupational groups
Families differ internally - classes that comprise them are different than with Occupational Groups from current system.
New Family (Scientific)
May be more new Families
OSSOG collapsed 79 classes into 3 classes

18. Career-banding Implementation Outlook UNC-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

19. 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…..
Ten job families or occupational groups
Families differ internally - classes that comprise them are different than with Occupational Groups from current system.
New Family (Scientific)
May be more new Families
OSSOG collapsed 79 classes into 3 classes