Career Banding

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Career Banding Competency Assessment Training
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Objectives

• Prepare you to conduct
• Competency Assessments
• for your employees
• Hands-on experience
• Ask and answer questions

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What are competencies?

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

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Contributing Competencies

• Knowledge, skills, and abilities
• that are minimally required
• for an entry level employee
• in the band.

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Journey Competencies

• Fully applied body of
• knowledge, skills, and abilities required for
  the band.

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Advanced Competencies

• Highest or broadest scope of
• knowledge, skills, and abilities
• required in the band.

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Competency Profile

• One profile for each banded class
• Profile includes
• Description of Work
• Role Description by level
• Competency Definitions
• Competencies at each level
• Contributing, Journey, Advanced

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Competency Profile
Example

http//www.osp.state.nc.us/CareerBanding/career-ba
nding.htm
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Your Role as Supervisor

• Evaluate employees initial
• competency level
• Discuss CA with employee
• Assess competencies
• on an on-going basis

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Your Role (contd.)

• Provide detailed documentation for
• positions band/level placement
• employee CA
• proposed salary adjustments
• Plan career development activities
• with each employee
• Assess and apply pay factors equitably

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Assessing Competencies

How to Assess Functional Competencies
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Step 1 Identify Competencies

• Consider what is required for position
• Use the competency profile.

EXAMPLE Data Collection Ability to observe,
monitor, collect and record data to assess
accuracy, validity and integrity of data
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Step 1 Identify Competencies
List competency title and definition
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Step 2 Define Expectations

• Consider your expectations for the
• position (not the person in the position)
• Use the Competency Profile for
• language to describe expectations.

Language for Contributing Expectations
Language for Journey Expectations
Language for Advanced Expectations
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Step 2 Define Expectations

• Add or change language to make your
• description specific to the position
• How will they be observed and measured?
• Indicate C,J, or A for position expectation

Competency Expectation at Journey level
EXAMPLE Expectation Ability to organize and
tabulate data independently ability to ensure
quality control of data collection by
..........................................
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Step 2 Define Expectations
Describe expectations
Indicate level needed for this position
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Step 3 Document Results

• Write an assessment statement for the employee.
• Describe how the employee has demonstrated the
  competency
• Assess against expectation

Assessment statements for employee
EXAMPLE Jill collected data for the
Drought-Resistant Soybean research project. She
maintained consistent and current calculations of
plant growth and variable measurements. Jill
quickly identified a variance with data
collection for one of the key control variables.
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Step 3 Document Results
Write assessment statements for employee.
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• Exercise 1
• Competency Assessment Statements

July 2008
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Multiple positions?

• Example
• Competency Assessment Checklist

July 2008
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Step 4 Determine Level

• Review your assessment of the employee to
  determine if competencies are demonstrated at the
  Contributing, Journey or Advanced level.

Employee demonstrating competency at Journey
level
EXAMPLE Jill collected data for the
Drought-Resistant Soybean research project. She
maintained consistent and current calculations of
plant growth and variable measurements. Jill
quickly identified a variance with data
collection for one of the key control variables.
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Step 4 Determine Level
Indicate demonstrated competency level J
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Step 5 Determine Overall Level
Check overall competency rating - J
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Step 5 Determine Overall Level

• Overall level same level
• as majority of individual competencies
• Exception - if one or more competencies is more
  critical to the organization, may carry more
  weight in overall assessment. Explain and
  justify in Comments section.

July 2008
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Step 6 Plan Career Development

• Organizational need?
• Competencies to develop or strengthen to meet
  organizational need?
• Employee interests and motivation?
• Attainable in current position work unit?

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Step 6 Plan Career Development

• Resources available?
• Reasonable time frame?
• Specific activities and/or training
• to improve the competency?
• Responsibilities employee supervisor

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Step 6 Plan Career Development
Document Career Development activities
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Review of Steps

• Step 1 Identify competencies
• For each competency..
• Step 2 Define expectations (use profile)
• Step 3 Document results
• Step 4 Determine level C, J or A
• Step 5 Determine overall level
• Step 6 Plan Career Development activities

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• Example
• Employee
• Competency Assessment

July 2008
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What Not to Consider ..

• Performance (U, BG, G, VG, O)
• Volume of same work
• Years of service
• Personal characteristics

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Avoid Rater Bias

• Horns effect
• Halo effect
• Stereotyping

• Recency effect
• Leniency effect
• Strictness effect

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• Exercise 2
• Writing
• Competency Assessment Statements

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Putting it All Together

• Position competency requirements
• Employee competencies
• Employee performance

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POSITION AND INCUMBENT
POSITION REQUIRED COMPETENCIES
INCUMBENT
Contributing
COMPETENCY ASSESSMENT
Journey
Advanced
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POSITION AND INCUMBENT
POSITION REQUIRED COMPETENCIES
INCUMBENT
Contributing
COMPETENCY ASSESSMENT
Journey
Advanced

• CONTRIBUTING
• JOURNEY
• ADVANCED

CAREER DEVELOPMENT PLAN
SALARY DETERMINATION
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POSITION AND INCUMBENT
POSITION REQUIRED COMPETENCIES
INCUMBENT
Contributing
COMPETENCY ASSESSMENT
PERFORMANCE MANAGEMENT
Journey
Advanced

• OUTSTANDING
• VERY GOOD
• GOOD
• BELOW GOOD
• UNSATISFACTORY

• CONTRIBUTING
• JOURNEY
• ADVANCED

CAREER DEVELOPMENT PLAN
SALARY DETERMINATION
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• QUESTIONS?