Career Banding Overview and Plan for Implementation

Topics to be Covered Today What is career banding (General Overview) Describe the current situation Outline the plan/process for implementation Phase I (between now and Feb 2007) Phase II (continuing after Feb 2007) Phase III (moving forward, if released) Address the funding issue Overview the tools and terms Overview materials in handout Questions and Answers

Phase I (Between now and February, 2007) Job Families Released and Approved: –Administrative Support and Social Research –Facility Maintenance (Building and Mechanical Trades) –Institutional Services (General Utility Workers and Grounds)

Process for Phase I (To be followed for each job family) Establish an Implementation Team Train team on concepts of career banding Review of tools, policies, and forms by Implementation Team Crosswalk positions to banded classes Review of crosswalk by Implementation Team Resolve crosswalk discrepancies Formulate position allocation list Submit list to OSP for approval Change positions to banded titles

Phase II (After February for Approved Classes) Conduct training for all managers and supervisors on career banding concepts, policies, tools and forms for these modules: –Competencies and Competency Assessments –Salary Administration –Recruitment and Selection –Performance Management –Training and Development –Employee Relations (Dispute Resolution Process)

Phase II, Cont. Assess competencies of employees –Contributing, journey, advanced Place employees into salary bands Determine relationship to JMR Implementation is revenue neutral Continue to maintain both class/comp systems –Graded and banded classes

Phase III (Full Implementation of Career Banding) If released, implement remaining job families using above process (band positions, then employees) Continue training on all career banding classification/compensation modules Review and approve salary recommendations and “classification” requests Pursue innovative methods for funding

Show Me the Money Career Banding has not been funded Present Class/Comp system has never been fully funded (COLA, CGRA, bonuses) All current salary admin. actions except legislative salary increases are funded from internal sources Funding will come from re-deploying internal funds currently used for IRAs, reclasses, promotions, range revisions, new hires, vacant positions, salary reserve, etc.

Terms and Tools Important new terms to learn –Job Family –Banded class –Competencies (contributing, journey, advanced) –Market Rate –Business need –Pay Factors (FAIR)

Tools and Terms New Tools to use –Job description (in People Admin) –Banded Class Specs –Competency Profiles –Competency Assessment Forms –Salary Decision Worksheet

Questions and Answers The UNC GA Human Resources classification/compensation website will continue to be developed and all new policies, forms, tools and presentations will be posted there as well as frequently asked questions What are your questions today?