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Career Banding Competency Assessment Training

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Contributing Competencies ... Contributing, Journey, Advanced. 9/06. 10 ... Performs a variety of recurring and non-recurring tasks/functions. ... – PowerPoint PPT presentation

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Title: Career Banding Competency Assessment Training


1

Career Banding Competency Assessment Training
Office of Human Resources
2
Objectives
  • Brief review of the career banding concept, key
    terms, and a review of managements
    responsibilities
  • Demonstration of the process of writing a
    competency assessment

3
Career Banding Refresher
  • A new human resources system that affects the way
    we classify jobs and the way we pay, promote,
    evaluate and develop employees
  • Consolidation of classification titles into bands
  • Pay based on current market rates
  • Management flexibility and responsibility in
    granting promotions, setting pay, and promoting
    career growth

4
Banded Classes
Example
Banded Classes
Banded Classes
5
What are competencies?
  • Competencies are the observable and measurable
    set of
  • skills
  • knowledge
  • abilities
  • key behaviors
  • that are necessary to perform the job.

6
Contributing Competencies
  • Knowledge, skills, abilities and successful work
    behaviors that are minimally required for an
    entry level employee in the band.

7
Journey Competencies
  • Fully applied body of knowledge, skills,
    abilities and successful work behavior required
    for the band.

8
Advanced Competencies
  • The highest or broadest scope of knowledge,
    skills, abilities and work behavior required in
    the band.

9
Competency Profile
  • One for each banded class
  • Description of Work
  • Functional Competencies
  • described at each level
  • Contributing, Journey, Advanced

10
Competency Profile Example - Facility
Maintenance Technician, Building Trades

11
Pay Factors
  • Financial Resources
  • Appropriate Market Rate
  • Internal Pay Alignment
  • Required Competencies

12
Managements Role
  • Ensure career banding concept is communicated to
    employees
  • Evaluate employees initial competency level
  • Evaluate competencies on an on-going basis

13
Managements Role (contd.)
  • Provide detailed documentation for band/level
    placement and salary adjustments.
  • Establish career development plans and coaching
    that should enhance an employees contribution to
    the organizations success.
  • Use new career banding processes for recruitment
    and selection.
  • Apply pay factors equitably.

14
  • Assessing KSAs/Competencies
  • How to Assess Functional Competencies

15
Objectives
  • Prepare you to conduct a functional
    KSA/competency assessment for your employees.

16
KSA/Competency Assessment
  • Step 1 Identify competencies
  • For each competency..
  • Step 2 Define expectations (use profile)
  • Step 3 Gather documentation write
    assessment
  • Step 4 Determine level C, J or A
  • Step 5 Determine overall level

17
Step 1 Identify Competencies
  • Consider what is required for each position.
  • Use the prepared competency profile for ideas.

Competency titles listed in the competency
profile
18
Step 1 Identify Competencies
List competency title here.
19
Step 2 Define Expectations
  • Consider your expectations for the position, not
    the current position occupant.
  • Use the prepared competency profile for language
    to describe expectations.

Language for Contributing Expectations
Language for Journey Expectations
Language for Advanced Expectations
20
Step 2 Define Expectations
  • Add or change language to make your description
  • relevant to the position.

Description of desired competency demonstration
Attention to Detail (Journey Level)
Description This position ensures all work
meets and/or exceeds applicable carpentry codes
and standards. Checks and re-checks work prior
to, during, and after completion. Ensures that
all parts of a project/task are completed. Uses
appropriate record keeping methods.
21
Step 3 Gather Documentation and Write
Assessment
  • Write an assessment of the current occupant of
    the position.
  • Describe occupants competencies in a way that
    addresses the requirements found in the
    competency profile.
  • Description This position ensures all work
    meets and/or exceeds applicable carpentry codes
    and standards. Checks and re-checks work prior
    to, during, and after completion. Ensures that
    all parts of a project/task are completed. Uses
    appropriate record keeping methods.
  • Jim Smith is responsible for quality control for
    his own work as well as the work of all other
    carpenters due to his extensive knowledge of
    standards and building codes. Within the scope
    of finish carpentry, Jim considers details that
    are not obvious and exhibits superior levels of
    craftsmanship.

Competency Requirement
Assessment of Occupant
22
Step 3 Gather Documentation and Write
Assessment
Place competency requirements and assessment of
position occupant here.
23
Step 4 Determine Level
  • Review your assessment of the occupant to
    determine if competencies are demonstrated at the
    Contributing, Journey or Advanced level.

Description This position ensures all work
meets and/or exceeds applicable carpentry codes
and standards. Checks and re-checks work prior
to, during, and after completion. Ensures that
all parts of a project/task are completed. Uses
appropriate record keeping methods. Jim Smith is
responsible for quality control for his own work
as well as the work of all other carpenters due
to his extensive knowledge of standards and
building codes. Within the scope of finish
carpentry, Jim considers details that are not
obvious and exhibits superior levels of
craftsmanship.
In our example, the position requires
competencies to be demonstrated at the Journey
level.
Jim Smith is actually performing at the Advanced
level.
24
Step 4 Determine Level
Indicate demonstrated competency level.
25
Step 5 - Determine Overall Level
  • Place competencies in priority order.
  • Overall level majority of individual Functional
    KSAs/Competencies
  • Exception - if one or more Functional
    KSAs/Competencies is more critical to the
    organization, may carry more weight in overall
    assessment. Explain and justify in Comments
    section.
  • Indicate the date when one or more competency
    descriptions and or assessments were added,
    reviewed, or changed.

26
Step 5 Determine Overall Level
List overall competency rating.
List competencies In priority order.
List date of latest change.
List date competency added or reviewed.
List date of latest change.
List date of latest change.
27
What Not to Consider ..
  • Volume of same work
  • Performance (U, BG, G, VG, O)
  • Years of service
  • Personal characteristics

28
Rater Bias
  • Horns effect
  • Halo effect
  • Stereotyping
  • Recency effect
  • Leniency effect
  • Strictness effect

29
Expected AgencysDistribution
  • Manage to Journey level
  • Very few Advanced

Journey
Advanced
Contributing
30
Performance Management
Performance Rating (U, BG, G, VG, O)
Duties and Responsibilities
KRRs
Career Development Plan
KSAs/Competencies
KSA/CompetencyAssessment (C, J, A)
Agency Adapted
Statewide
31
Performance Management Form
In addition to documenting performance on Key
Responsibilities, use the PM form to plan for
career and competency development.
32
Performance Management Form
Improvement/Action Plan is created here.
33
Resources
  • Congratulations! You have reached the end of
    this program. For additional information, we
    invite you to refer to the following resources
  • WCU Career Banding Website http//admfin.wcu.edu
    /hr/CareerBanding.htm
  • Office of State Personnel Career Banding Website
    http//www.osp.state.nc.us/CareerBanding/career-b
    anding.htm
  • WCU Training and Development Website
    http//www.wcu.edu/hr/training/
  • WCU Performance Management Website
    http//admfin.wcu.edu/hr/Performancemanagement20.
    htm
  • Contacts
  • Matthew Brown, HR Career Banding Contact
    227-3137, mbrown_at_wcu.edu
  • Chris Dahlquist, HR Training Contact 227-2388,
    dahlquist_at_email.wcu.edu
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