fiscal career banding training. training agenda i.career banding overview ii.introduction of bands...
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Fiscal Fiscal Career Banding Career Banding
TrainingTraining
Training AgendaTraining Agenda
I. Career Banding Overview
II. Introduction of Bands
III. Competency Based Pay
Career Banding OverviewCareer Banding Overview
What is Career Banding?What is Career Banding?A new human resources systems that affects the way we classify jobs hire people pay employees promote employees evaluate employees provide career development opportunities for our employees
Wider pay ranges
Why are we banding?Why are we banding?
Move toward pay based on current market rates Emphasizes commitment to individual growth
and career progress Gives managers more flexibility in setting pay
and granting promotions Current system outdated and cumbersome (6000+ classification titles; 47 salary
grades) Reduces the number of job classes and titles in
state government Directed by OSP as a statewide change
Benefits of BandingBenefits of Banding
• Pay based on competency level and labor market information
• Encourages employees to develop skills for career development and organizational success based on organizational needs
• Greater involvement by management in pay decisions (Initial phase will be cost neutral)
• Simplifies the administrative processes
Statewide Job Family Statewide Job Family StructureStructure
1. Administrative and Managerial2. Engineering and Architecture 3. Environment, Natural Resources and Scientific4. Human Services5. Information and Education6. Information Technology7. Institutional Services 8. Law Enforcement and Public Safety9. Medical and Health10. Operations and Skilled Trades
Branches in the Administrative Branches in the Administrative and Managerial Job Familyand Managerial Job Family
Accounting Branch Administrative Support Branch Auditing Branch Budgeting Branch Business Management Branch Business Systems Branch Financial Analysis Branch Fiscal Executive Banking Branch
State Controller Branch Human Resources Branch Investment Branch Legal Branch Planner Branch Program Management Branch Purchasing Branch Social Research Branch Support Services Branch
Includes approx. 670 graded classes to 33 banded classes
Who Develops the Banded Who Develops the Banded Classes?Classes?
1. Initiated by the Office of State Personnel (OSP)
2. Transition teams with occupational knowledge provide assistance
3. DHHS adapts each banded job family for Departmental use
Introduction of Fiscal BandIntroduction of Fiscal Band
Includes Five (5) BranchesIncludes Five (5) Branches
Accounting Auditing Budgeting Business Management Business Systems
Fiscal Band – AccountingFiscal Band – Accounting
Responsible primarily for accounting functions, applying knowledge of the theory and practice of recording, classifying, examining and analyzing data and records of financial transactions.
Accounting Technician Accountant Accounting Manager Accounting Director
Approx 316 employees
Fiscal Band - AuditingFiscal Band - Auditing Positions examine and analyze financial functions, program
operations and results, and/or systems to determine compliance with tax, financial or programmatic procedures and regulations.
Auditor Audit Manager Audit Director Financial Investigator
Approx 13 employees
Fiscal Band – BudgetingFiscal Band – Budgeting
Provides leadership, oversight and support in the preparation,
development and execution of the budget to management. Budget Analyst Senior Budget Analyst Budget Manager Budget Director Approx. 9 employees
Fiscal Band – Business Fiscal Band – Business Management Management
Administers and manages the business and financial affairs of an organization.
Business Officer Business Manager Business Director
Approx. 82 employees
Fiscal Band-Business Mgt Fiscal Band-Business Mgt cont’dcont’d
Each agency must identify any Administrative Officers with a primary business-related role
Includes: Administrative Officer I, II, III 135
employees
Fiscal Band-Business Svcs Fiscal Band-Business Svcs CoordinatorCoordinator
New banded class recognizing positions that coordinate a variety of business and/or fiscal functions for a work unit, program or department.
Includes Administrative Assistant I, II, III that have a business role
119 employees
Fiscal Band – Business Fiscal Band – Business SystemsSystems
Positions in this class plan, design, examine, analyze, develop, administer and monitor business systems processes, operations systems, and efficient business and financial systems.
Business Systems Analyst Business Systems Manager
Approx. 14 employees
Fiscal Banded Class Competency Fiscal Banded Class Competency ProfilesProfiles
Based on statewide focus group feedback Modified to fit DHHS Describes roles Describes competencies needed in the
job Includes the Minimum Training and
Education required for the banded class
New Term & New ProcessNew Term & New Process
Crosswalk-Title changing or “cross walking” existing positions into the new career banded classification system
Position Competency Assignments
Fiscal Crosswalk Fiscal Crosswalk (excerpt)(excerpt)Accounting Branch
Accounting Technician
ACCOUNTING TECHNICIAN I ACCOUNTING TECHNICIAN II ACCOUNTING TECHNICIAN III 63
ACCOUNTING TECHNICIAN IV 65
ACCOUNTING TECHNICIAN V 67
ACCOUNTING SPECIALIST I * 67
Accountant ACCOUNTING SPECIALIST II* 69 ACCOUNTANT I * 72 SYSTEMS ACCOUNTANT I 76 ACCOUNTANT II 75 SYSTEMS ACCOUNTANT II 77 ACCOUNTANT III * 77 ACCOUNTANT IV * 79 ACCOUNTANT V * 80 Accounting Manager SYSTEMS ACCOUNTING SUPERVISOR 80 ACCOUNTING MANAGER I 80 Note * - Job description required to determine placement
Competency-Based PayCompetency-Based Pay
What are Competencies?What are Competencies?
Competencies are the observable and measurable set of:
skills knowledge abilities key behaviorsthat are necessary to perform the
job
Levels of CompetenciesLevels of Competencies
Contributing: knowledge, skills, and abilities minimally required to perform work in a banded class
Journey: fully applied body of knowledge, skills, and abilities required for a banded class to perform job assignments successfully
Advanced: the highest or broadest scope of knowledge, skills, and abilities required in the banded class to perform job assignments successfully
Pay Band ExamplePay Band Example
Minimum of Band Contributing
Reference Rate
Journey Reference
Rate
Advanced Reference
Rate
Maximum of Band
(individual market rates for each level)
Career Band ExampleCareer Band Example
Journey Market Rate $37,200
$ 24,604 $52,374
Minimum Maximum
Employees progress through the range
Contributing Journey Advanced $30,923 $ 37,200 $44,752
Accounting Technician
Setting Competency-Based Setting Competency-Based PayPay
• Complete the competency assessment form for:New hires
Changes of band or level/initial implementation
• Evaluate pay factors
• Determine Salary
• Document decision making process and complete forms
Complete Competency Complete Competency AssessmentAssessment
• Use the applicable Competency Profile to identify key individual competencies
• Assess & document individual competencies at Contributing, Journey, or Advanced (C, J, A)
• Determine overall competency level at Contributing, Journey, or Advanced (C, J, A)
Examples of Examples of Accounting Technician Accounting Technician
Competency Profile Level ConceptsCompetency Profile Level Concepts
CONTRIBUTING JOURNEY ADVANCEDMaintainsWorking KnowledgeStandardRecurring
InterpretsTechnical ResourceNon-standardVariety
AnalyzesSpecializedUniqueMost Complex
Evaluate Pay FactorsEvaluate Pay Factors
Financial ResourcesThe amount of funding that a manager has available when making pay decisions.
Appropriate Market RateThe market rate applicable to the competencies demonstrated by the employee.
Internal Pay AlignmentThe consistent alignment of salaries for employees who demonstrate similar required competencies in the same banded class within a work unit or organization.
Required CompetenciesThe competencies and associated levels 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, certification, and licenses
CompensationCompensationManagers 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.
Competency Pay Factor - Competency Pay Factor - Example #1Example #1
Competency #1Competency #1 XX
Competency #2Competency #2
Competency #3Competency #3
Competency #4Competency #4
Overall CompetencyOverall Competency
ContributingContributing JourneyJourney AdvancedAdvanced
XX
XX
XX
Min MaxContributing
Reference RateJourney
Reference RateAdvanced
Reference Rate
XX
Competency Pay Factor - Competency Pay Factor - Example #2Example #2
Competency #1Competency #1 XX
Competency #2Competency #2
Competency #3Competency #3
Competency #4Competency #4
ContributingContributing JourneyJourney AdvancedAdvanced
XX
XX
XX
XX
Min MaxContributing
Reference RateJourney
Reference RateAdvanced
Reference Rate
Overall CompetencyOverall Competency
Competency Pay Factor - Competency Pay Factor - Example #3Example #3
Competency #1Competency #1 XX
Competency #2Competency #2
Competency #3Competency #3
Competency #4Competency #4
ContributingContributing JourneyJourney AdvancedAdvanced
XX
XX
XX
XX
Min MaxContributing
Reference RateJourney
Reference RateAdvanced
Reference Rate
Overall CompetencyOverall Competency
Internal Pay AlignmentInternal Pay Alignment
Monitored by the division or facility Group employees for comparison
– Band– Level– Number of competencies rated at C, J,
or A– Performance rating
Management’s RoleManagement’s Role Ensure career banding concept is
communicated to employees Provide staff time for training and to
serve on focus groups Evaluate position’s competency level
and employee’s initial competency level for career band placement
Evaluate employee competencies at least every three (3) years
Manage pay to the market rates
Management’s Role (cont’d)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, filing positions, reclassifying positions, and compensating employees.
Apply pay factors equitably.
Human Resources’ RoleHuman Resources’ 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.
Employee’s RoleEmployee’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.
Dispute Review ProcessDispute Review Process
Allows employees to have salary adjustment decisions reconsidered by a source beyond the decision-maker.
Procedures are found on the HR website Career Banding Guide.
Salary decisions based on unavailablity of funding are not eligible for consideration under the dispute resolution process.
Where do we go from here?Where do we go from here?DHHS Fiscal Career Banding Project
• Team Members include: Chris Midgette Office Of Secretary-HR Elaine Barnes HR-Central
Dick Miller Division of Public Health (DPH)-HRPatti Garcia Division of Social Services (DSS)-HR
Deborah Landry Budget and AnalysisSusan Ann Smith DSSMarcia Silver DSSSuzanne Beasley Controller’s OfficeMichelle Lassiter Controller’s Office
Judith McDermott DPHKaren Corley DPHJimmy Holland Murdoch CenterDanine Edwards Mental Health AdminWanda Mitchell Mental Health Admin
• Project Plan & Timeline
Web ResourcesWeb Resources
DHHS Human Resourceshttp://www.dhhs.state.nc.us/humanresources/banding
OSP Career Banding http://www.osp.state.nc.us/CareerBanding/career-banding.htm
Competency Profileshttp://www.osp.state.nc.us/CareerBanding/specs%20profiles%20crosswalks/Profiles/profiles.htm
Questions?Questions?