2 What is career banding?A new human resources system that affects the way weclassify jobshire peoplepay employeespromote employeesevaluate employeesprovide career development opportunitiesfor our employees
3 Why are we banding? Directed by OSP as a statewide change Reduces the number of job classes and titles in state governmentCurrent system outdated and cumbersome6000+ classification titles47 salary gradesMove toward pay based on current market ratesGives managers more flexibility in setting pay and granting promotionsEmphasizes commitment to individual growth and career progress
4 Statewide Job Family Structure Administrative and ManagerialInformation TechnologyLaw Enforcement and Public SafetyInformation and EducationHuman ServicesMedical and HealthInstitutional ServicesOperations and Skilled TradesEngineering and ArchitectureNatural Resources and Scientific
5 Branches in the Administrative & Managerial Job Family Business ManagementFinancial AnalysisHuman ResourcesBudgeting ServicesProgram ManagementSupport ServicesAuditingPlanningEconomic DevelopmentAccountingSocial ResearchLegal Services670 graded classes to 33Banded classes
6 4 New Social Research Banded Classes Social/Clinical Research AssistantSocial/Clinical Research SpecialistSocial/Clinical Research ManagerSocial/Clinical Research Executive
7 Social Research Banded Class Profiles Based on statewide focus group feedbackModified to fit DHHSDescribe rolesDescribe competencies needed in the jobInclude the minimum Training & Education required for the banded class
8 What is a competency?Competencies are the observable and measurable set of:skillsknowledgeabilitieskey behaviorsthat are necessary to perform the job.
9 Contributing Competencies Knowledge, skills, abilities and successful work behaviors that are minimally required for an employee in the band.
10 Journey CompetenciesFully applied body of knowledge, skills, abilities and successful work behavior required for the band.
11 Advanced Competencies The highest or broadest scope of knowledge, skills, abilities and work behavior required in the band.
12 Career Band Example Social Clinical Research Assistant Range Handout Journey Market Rate$38,000$ 27, $51,750Minimum MaximumEmployees progress through the rangeContributing Journey Advanced $31, $ 38, $44,080Range Handout
13 Pay Factors: Salary Adjustment Form Handout 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 employeeInternal 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 level of competencies that are required based on organizational business need and demonstrated on the job. This pay factor considers:Minimum qualifications for classKnowledge, skills, abilities and behaviorsRelated education and experienceDuties and responsibilitiesTraining, certifications, and licensesSalary Adjustment Form Handout
14 Compensation New Hire/Transfer Permanent Status Promotion Reassignment Managers must consider the 4 pay factors whenany of the following occur:New Hire/TransferPermanent StatusPromotionReassignmentCareer Progression AdjustmentCareer Banding offers more flexibility andfewer restrictions
15 Management’s RoleEnsure career banding concept is communicated to employeesProvide staff time to serve on focus groupsEvaluate employee’s initial competency level for career band placementEvaluate competencies at annual performance reviewsManage pay to the market rates
16 Management’s Role (cont’d.) Provide detailed documentation for band/level placement and salary adjustments.Establish career development plans and coaching that should enhance an employee’s contribution to the organization’s success.Use new processes for establishing positions, filling positions, reclassifying positions, and compensating employees.Apply pay factors equitably.
17 HR’s Role Provide initial and continued training to managers. Consult with managers.Ensure managers are held accountable.Monitor/audit actions taken.Evaluate Band Ranges.Conduct Program assessment/evaluation.
18 Employee’s Role Take responsibility for career development. Participate in work planning/career development plans.Develop competencies and skills that are valued by the organization.Contribute to the accomplishment of the organization’s mission/goals through continued demonstration of competencies.Follow dispute review process if applicable.
19 Dispute Review Process Allows employees to have salary adjustment decisions reconsidered by a source beyond the decision-maker.Procedures will be found on the HR website Career Banding Guide.Salary decisions based on unavailability of funding are not eligible for consideration under the dispute resolution process.Brief ER handles details in their presentationER is the department that employees’ go to for the “Dispute Resolution Process”.
20 Where do we go from here? DHHS Social Research Banding Project Team Members include:Chris Midgette – DHHS HRDick Miller – DPHGlenn Reuss – DPHJulean Self – DPHPaul Bueshcher – DPHPaula Woodhouse – DHHS HRProject PlanCommunication Plan
21 Resources DHHS Banding Website: DHHS Brochure (linked on website) DHHS Brochure (linked on website)Banding Team:Phone (919) or
22 Role Summary: S/C Research Assistant Gather, edit, analyze and report dataIdentify population, design questionnaireCompile and manage data; some reportingConduct statistical analysisContributing Journey AdvancedMore VarietyIndependenceMore design andanalysisGenerate new dataLead othersCollect, compile andmanage dataEdit and format reportsSome research designStrong knowledge ofstatistical softwareRoutineRepetitiveDefined assignments
23 Role Summary: S/C Research Specialist Plan, organize, conduct and evaluate researchCreate or validate theories through data collectionAnalyze and document dataProject Planning and design; database developmentPublication, reports, communication, instructionContributing Journey AdvancedFull range of functionsFull knowledge ofresearchMore independent inplanning and designMore varied andcomplexComprehensive orspecialized knowledgeManages concurrent &complex projectsProgram or policydevelopment/evalTrain and superviseBasic knowledge ofresearchWork within establishedguidelines/deadlinesProject of limited scope
24 Role Summary: S/C Research Manager Manage and supervise activities for one or more projectsProgram administration, planning and organizing work operationsHR and administrative managementLeads modification efforts, can serve as technical expertContributing Journey AdvancedFull range of mgmtfunctionsStrong role in settinggoals and objectivesLarger and more varied staffPotential impact onpolicyDevelops, directs andmanages one ormore large projectsLeads in adaptingnew process, policyPersuades upper levelmanagementConducts newresearchCoordinates day to dayworkReports to a higher levelmanagerStrong specialist role