Engineering Career Banding Training

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Engineering Career Banding Training
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Training Agenda

• Career Banding Overview
• Introduction of Bands
• Competency Based Pay

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Career Banding Overview
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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

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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• Current system outdated and cumbersome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

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Benefits 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

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Statewide Job Family Structure

• Administrative and Managerial
• Engineering and Architecture
• Environment, Natural Resources and Scientific
• Human Services
• Information and Education
• Information Technology
• Institutional Services
• Law Enforcement and Public Safety
• Medical and Health
• Operations and Skilled Trades

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Branches in the Engineering and Architectural Job
Family

• Architect Branch
• Landscape Architect Branch
• Engineering Assistant Branch
• Engineering/Architectural Technician Branch
• Engineer Branch
• Engineering/Architectural Supervisor Branch

• Engineering Director Branch
• Facility Planner Branch
• Geologist/Hydrogeologist
• Engineering/Architectural Manager Branch

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Who Develops the Banded Classes?

• Initiated by the Office of State Personnel (OSP)
• Transition teams with occupational knowledge
  provide assistance
• DHHS adapts each banded job family for
  Departmental use

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Introduction of Engineering Family
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Includes Ten (10) Branches

• Architect
• Landscape Architect
• Engineering Assistant
• Engineering/Architectural Technician
• Engineer
• Engineering/Architectural Supervisor
• Engineering/Architectural Manager
• Engineering Director
• Facility Planner
• Geologist/Hydrogeologist

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Engineering Band Engineer

• Responsible primarily for consultation,
  investigation, evaluation and planning, design,
  design review and approval, and/or determination
  of environmental and safety impacts of work
  processes and products (buildings, utilities,
  systems, sites, mapping, or infrastructures, and
  providing project management oversight.
• Building Systems Engineers I,II,III
• Facility Mechanical Engineer II
• Rehabilitation Engineer

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Engineering Band - Architect

• Positions plan, design, manage, and review
  construction, development, or manipulation of the
  physical environment for practical, esthetic,
  religious, or creative objectives, such as
  university facilities, office buildings,
  theaters, industrial facilities, landscaping,
  and/or other physical property.
• Facility Architect II

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Engineering Band Engineering/Architectural
Supervisor

• Supervises a component or multiple components of
  an engineering or architect program.
• Assist program leadership with administrative
  duties such as planning, organizing, and managing
  daily operations, quality assurance, human
  resource management functions, and staff
  development
• Building Systems Engineer III
• Facility Architectural Supervisor II
• 
  

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Engineering Band Engineering/Architectural
Manager

• Manages an engineering or architect program.
• Performs administrative duties such as planning,
  organizing and managing daily operations,
  ensuring quality assurance, managing human
  resource management functions, and staff
  development.
• Facility Maintenance Director I
• Approx. 82 employees

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Engineering Band-Engineering/Architectural
Director

• Manage and direct an engineering program for an
  agency or university of considerable scope and
  complexity.
• Oversee all engineering and related services
  provided by staff and assist top management with
  budget and strategic planning, organizing
  business functions quality assurance, and
  defending the agency or university budget and
  plans before the legislature and/or governing
  body.
• Facility Engineering Director II (Lic)
• 
  

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Engineering Band Engineering Technician

• Perform technical duties supporting engineers and
  other professionals in areas such as
  construction, materials testing, design, surveys,
  and/or program/regulatory compliance
• Facility Engineering Specialist
• Construction and Renovation Design Tech I and
  IIs

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Engineering Banded Class Competency Profiles

• 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

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New Terms New Processes

• Crosswalk-Title changing or cross walking
  existing positions into the new career banded
  classification system
• Position Competency Assignments

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Competency-Based Pay

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What are Competencies?

• Competencies are the observable and measurable
  set of
• skills
• knowledge
• abilities
• key behaviors
• that are necessary to perform the job

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Levels 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

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Pay Band Example

•  

Maximum of Band
Minimum of Band
Advanced Reference Rate
Contributing Reference Rate
Journey Reference Rate
(individual market rates for each level)
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Career Band Example
Engineer Technician

•  
• Journey
  Market Rate
• 
  44,083
•  
•  
• 27,384
  68,613
•  
•  
• Minimum Maximum
•  
•  
•  
•  
• Employees progress through the range
• Contributing
  Journey Advanced
  
  35,840 44,083
  56,752

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Setting Competency-Based Pay

• 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

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Complete Competency Assessment

• 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)

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Examples of Engineering Technician Competency
Profile Level Concepts

•  
•  

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Evaluate 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

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Compensation

• 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.

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Competency Pay Factor - Example 1
Contributing
Journey
Advanced
X
Competency 1
Competency 2
X
Competency 3
X
Competency 4
X
Overall Competency
X
Max
Min
Contributing Reference Rate
Journey Reference Rate
Advanced Reference Rate
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Competency Pay Factor - Example 2
Contributing
Journey
Advanced
X
Competency 1
Competency 2
X
X
Competency 3
Competency 4
X
X
Overall Competency
Max
Min
Contributing Reference Rate
Journey Reference Rate
Advanced Reference Rate
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Competency Pay Factor - Example 3
Contributing
Journey
Advanced
X
Competency 1
Competency 2
X
X
Competency 3
Competency 4
X
X
Overall Competency
Max
Min
Contributing Reference Rate
Journey Reference Rate
Advanced Reference Rate
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Internal 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

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Managements Role

• Ensure career banding concept is communicated to
  employees
• Provide staff time for training and to serve on
  focus groups
• Evaluate positions competency level and
  employees initial competency level for career
  band placement
• Evaluate employee competencies at least every
  three (3) years
• Manage pay to the market rates

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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 processes for establishing positions,
  filing positions, reclassifying positions, and
  compensating employees.
• Apply pay factors equitably.

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Human 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.

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Employees 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
  organizations mission/goals through continued
  demonstration of competencies.
• Follow dispute review process if applicable.

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Dispute 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 unavailability of
  funding are not eligible for consideration under
  the dispute resolution process.

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Where do we go from here?

• DHHS Engineering Career Banding Project
• Team Members include
• Marilyn Long - Division of Vocational
  Rehabilitation HR
• Phil Harker HR Central
• Debbie Souza - Division of Health Service
  Regulation HR

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Web Resources

• DHHS Human Resources
• http//www.dhhs.state.nc.us/humanresources/bandin
  g
• OSP Career Banding
• http//www.osp.state.nc.us/CareerBanding/career-b
  anding.htm
• Competency Profiles
• http//www.osp.state.nc.us/CareerBanding/specs20
  profiles20crosswalks/Profiles/profiles.htm

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Questions?