Engineering Engineering Career Banding Career Banding Training Training
Apr 01, 2015
Engineering Engineering 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and granting promotions Current system outdated and cumbersome (6000+ classification titles; 47 salary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 Engineering and Branches in the Engineering and Architectural Job FamilyArchitectural 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
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 Engineering Introduction of Engineering FamilyFamily
Includes Ten (10) BranchesIncludes Ten (10) Branches
Architect Landscape Architect Engineering Assistant Engineering/Architectural Technician Engineer Engineering/Architectural Supervisor Engineering/Architectural Manager Engineering Director Facility Planner Geologist/Hydrogeologist
Engineering Band – EngineerEngineering 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
Engineering Band - ArchitectEngineering 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
Engineering Band – Engineering Band – Engineering/Architectural Engineering/Architectural
SupervisorSupervisor
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
Engineering Band Engineering Band Engineering/Architectural Engineering/Architectural
ManagerManager 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
Engineering Engineering Band-Engineering/Architectural Band-Engineering/Architectural
DirectorDirector
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)
Engineering Band Engineering Band Engineering TechnicianEngineering 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:
Engineering Banded Class Engineering Banded Class Competency ProfilesCompetency 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
New Terms & New ProcessesNew Terms & New Processes
Crosswalk-Title changing or “cross walking” existing positions into the new career banded classification system
Position Competency Assignments
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 $44,083
$ 27,384 $68,613
Minimum Maximum
Employees progress through the range
Contributing Journey Advanced $35,840 $44,083 $56,752
Engineer 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 Engineering Technician Engineering Technician
Competency Profile Level ConceptsCompetency Profile Level Concepts
CONTRIBUTING JOURNEY ADVANCEDEntry level dutiesGeneral KnowledgeRoutine AssignmentsWork subject to
review
Independently performs moderately complex duties
Working Knowledge
Work is less subject to review
Independently performs complex duties
Advanced knowledge
Very limited review of work
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 unavailability 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 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
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?