Career Banding Employee Competency Assessment Training

September 17&18, 2008

Today’s Topics

• Overview of Career Banding

• Present Status

• Assessing Employee Competencies

• Examples and Practice Exercises

• What Happens Next

• Future Training Plans

• Career Banding in the New Year (2009)

Overview Career Banding Definition

• Collapsing similar/related graded classes into more generic banded titles (6,000 to 400)

• Establishing wider pay bands with career paths within the bands

• Pay is based upon competencies (knowledge, skills, abilities) required for the job and demonstrated by the employee

• Each banded class has a salary range determined by market data for the Journey level

OverviewCareer Banding Terms

• Job Families (Occupational Groups)

• Banded Class

• Competencies (Contributing, Journey, Advanced)

• Market Rate

• Business Need (Position)

• Pay Factors (FAIR)

OverviewCareer Banding Tools

• Job Descriptions (in People Admin)

• Banded Class Specs and Profiles

• Employee Competency Assessment Forms

• Salary Decision Work Sheet

Present Status

• Cross-walked positions to banded classes

• Supervisors/Managers review crosswalks

• Place employees into banded classes based on competencies

• Complete Grade to Band transfers by Sept. 30

• Explain Salary Adjustment Fund

Assessing Employee Competencies

• Definition of Competencies—Knowledge, skills, abilities required by the position (based on business need) that employees demonstrate while performing the duties of the job

• Competencies Levels (C,J, A) are defined for each banded class in the profiles for the banded class

Contributing Competencies

• Knowledge, skills and abilities required to perform beginning level work. Employee skills are developing at this level.

Journey Competencies

• Fully applied body of knowledge, skills and abilities. Employee is able to perform all standard functions of the job independently.

Advanced Competencies

• Broadly demonstrated knowledge, skills and abilities at the highest level

• Employee is able to perform all duties independently and exhibits skills that allow the employee to take on new functions without additional training

• May demonstrate specialized skills.

Assessing Employee Competencies

• Cross-walks provide the banded class

• Profiles provide the competency definitions and descriptions of each competency level

• Job descriptions provide duties

• Employee Competency Assessment Forms provide the tool

Crosswalks

• List of positions cross-walked from grade to band for each supervisor/manager to review

• Moves each position into a banded class and competency level

Profiles• Each Profile includes

– Description of Work– Role Description by Level– Required Competencies and Definitions– Description of Competencies for each Level

(Contributing, Journey, Advanced)– Minimum Education/Experience for entry into the

banded class

Job Descriptions

• Document housed in People Admin. that describes duties/functions of the job and the competency descriptions for the banded class and level

Employee Competency Assessment Form

• Review contents of form (on HR website)

Assessing Employee Competencies (The Process)

• Determine required duties/functions (job description)• Identify the banded class (cross-walk)• List the competencies for the banded class (profiles)• Match duties to the applicable competencies and

describe examples of how the employee has demonstrated each competency

• Determine the level of competency demonstrated by the employee when performing those duties (C,J,A)

• Determine the overall competency level of the employee

Duty Statement and Assessment Tips

• Do– Consider requirements for the job– Consider actual work performed– Use action verbs (prepare, gather, collect,

identify, respond, review, research, recommend, determine, analyze)

Duty Statements and Assessment Tips

• Don’t consider– volume of work– years of service– personal traits/characteristics– performance evaluations

Examples and Practice Exercises

• Writing and evaluating duty statements

• Comparing duty statements to competency descriptions

• Determining competency levels

What Happens Next

• Complete and submit employee competency assessments to Human Resources by Sept. 30

• HR reviews and enters employee competency levels into PMIS

• HR submits SAF request to OSP when requested

• OSP reviews and notifies GA if any actions are funded (usually in December to be awarded in January)

Future Training Plans

• Recruitment

• Interviewing and Hiring

• Salary Administration

• Employee Relations

• Training and Development

Year End Goal

• All SPA positions and employees are banded by December 31, 2008

• The graded system is gone and Career Banding becomes our SPA classification and compensation system in the New Year (2009)

HAPPY NEW YEAR!!