1. Career Banding

2. What is career banding?
A new human resources system that affects the way we
classify jobs
hire people
pay employees
promote employees
evaluate employees
provide career development opportunities
for our employees

3. Why are we banding? Directed by OSP as a statewide change
Reduces the number of job classes and titles in state government
Current system outdated and cumbersome
6000+ classification titles
47 salary grades
Move toward pay based on current market rates
Gives managers more flexibility in setting pay and granting promotions
Emphasizes commitment to individual growth and career progress

4. Statewide Job Family Structure
Administrative and Managerial
Information Technology
Law Enforcement and Public Safety
Information and Education
Human Services
Medical and Health
Institutional Services
Operations and Skilled Trades
Engineering and Architecture
Natural Resources and Scientific

5. Branches in the Administrative & Managerial Job Family
Business Management
Financial Analysis
Human Resources
Budgeting Services
Program Management
Support Services
Auditing
Planning
Economic Development
Accounting
Social Research
Legal Services
670 graded classes to 33
Banded classes

6. 4 New Social Research Banded Classes
Social/Clinical Research Assistant
Social/Clinical Research Specialist
Social/Clinical Research Manager
Social/Clinical Research Executive

7. Social Research Banded Class Profiles
Based on statewide focus group feedback
Modified to fit DHHS
Describe roles
Describe competencies needed in the job
Include the minimum Training & Education required for the banded class

8. What is a competency?
Competencies are the observable and measurable set of:
skills
knowledge
abilities
key behaviors
that 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 Competencies
Fully 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, $51,750
Minimum Maximum
Employees progress through the range
Contributing Journey Advanced $31, $ 38, $44,080
Range 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 employee
Internal 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 class
Knowledge, skills, abilities and behaviors
Related education and experience
Duties and responsibilities
Training, certifications, and licenses
Salary Adjustment Form Handout

14. Compensation New Hire/Transfer Permanent Status Promotion Reassignment
Managers must consider the 4 pay factors when
any of the following occur:
New Hire/Transfer
Permanent Status
Promotion
Reassignment
Career Progression Adjustment
Career Banding offers more flexibility and
fewer restrictions

15. Management’s Role
Ensure career banding concept is communicated to employees
Provide staff time to serve on focus groups
Evaluate employee’s initial competency level for career band placement
Evaluate competencies at annual performance reviews
Manage 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 presentation
ER 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 HR
Dick Miller – DPH
Glenn Reuss – DPH
Julean Self – DPH
Paul Bueshcher – DPH
Paula Woodhouse – DHHS HR
Project Plan
Communication 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 data
Identify population, design questionnaire
Compile and manage data; some reporting
Conduct statistical analysis
Contributing Journey Advanced
More Variety
Independence
More design and
analysis
Generate new data
Lead others
Collect, compile and
manage data
Edit and format reports
Some research design
Strong knowledge of
statistical software
Routine
Repetitive
Defined assignments

23. Role Summary: S/C Research Specialist
Plan, organize, conduct and evaluate research
Create or validate theories through data collection
Analyze and document data
Project Planning and design; database development
Publication, reports, communication, instruction
Contributing Journey Advanced
Full range of functions
Full knowledge of
research
More independent in
planning and design
More varied and
complex
Comprehensive or
specialized knowledge
Manages concurrent &
complex projects
Program or policy
development/eval
Train and supervise
Basic knowledge of
research
Work within established
guidelines/deadlines
Project of limited scope

24. Role Summary: S/C Research Manager
Manage and supervise activities for one or more projects
Program administration, planning and organizing work operations
HR and administrative management
Leads modification efforts, can serve as technical expert
Contributing Journey Advanced
Full range of mgmt
functions
Strong role in setting
goals and objectives
Larger and more varied staff
Potential impact on
policy
Develops, directs and
manages one or
more large projects
Leads in adapting
new process, policy
Persuades upper level
management
Conducts new
research
Coordinates day to day
work
Reports to a higher level
manager
Strong specialist role