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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.

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Presentation on theme: "Countdown to Career Banding: Research Branch Office of Human Resources Dr. Vicki Bradley February 9, 2006 Presentation to the Research Administration Support."— Presentation transcript:

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?

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

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

5 III. Compensation System Comparison 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 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

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

7 A. Converting from Narrow Classes to Broad Classes Current Class TitlesBanded 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

8 Job Family Structure Branch Job Family Role Note: Within each role there are varying level of Competencies

9 Job Family Structure Natural Resources and Scientific ResearchManagement 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

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

12 Band Structure Maximum Salary Minimum Salary Journey Market Rate Advanced Level Journey Level Contributing Level Advanced Market Rate Contributing Market Rate

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

14 V. 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

15 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

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

17 Career Banding Implementation Philosophy Cost neutral on implementation. Funded through the redistribution of promotion, reallocation, in-range and other increases.

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 FutureAll 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…..


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