CAREER BANDING CONCEPTS

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• CAREER BANDING CONCEPTS
• Purpose, Definitions, Impact

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What is Career Banding?

• Collapsing of several pay grades and combining
  of several job classes into salary bands or
  career bands

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Example of Career Banding Crosswalk
21,383

• Grade 58
• Carpenter I, Locksmith I
• Grade 59
• Maintenance Mechanic I
• Grade 62
• Carpenter II, Painter,
• Grade 63
• Locksmith II, Maintenance Mechanic III
• Grade 65
• Locksmith III, Facilities Maint Coordinator II

New Career Band Facility Maintenance
Technician- Building Trades
Broader Pay Range
47,971
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Three Career Bands Operations Skilled Trades
Facility Maintenance Technician, Building Trades
58-60 61-64 65
Facility Maintenance Technician, Mechanical Trades
60-62 64-67
67-69
Facility Maintenance Supervisor
64-67 66-71 71-74
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Why Career Band at UNCC?

• Adopted by State of North Carolina
• Mandated for state universities by UNC General
  Administration
• More salary control for supervisors

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Career Banding at UNC- Charlotte

• Phase I Law Enforcement
• Phase 2 Information Technology
• Phase 3 Administrative Support
• Phase 4 Scientific and Social Research
• Phase 5 Building and Environmental Services
• Operations and Skilled Trades
• Phase 6 - Library, Academic Support,
• Information Communication
• Phase 7 - Fiscal, Medical, Engineers,
  Architects, HR, Other Services

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Career Banding Competencies

• Competencies - Competencies are a set of
  behaviors which encompass skills, knowledge and
  behavioral attributes/characteristics that
  employees need to successfully do their jobs
  must be demonstrated on the job measured
  according to standards set by the organization,
  and required of the job based on the
  organizations need.
• Three levels Contributing, Journey and Advanced
• Or could be known as Standard, Proficient,
  Mastery

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Example of Competency Profile
Career Band Building Maintenance
Technician Functional Competency Technical
Skills and Knowledge Functional Competency
Definition Demonstrates a designated level of
technical skill or knowledge in a specific
technical area(s) and keeps up with current
developments and trends in areas of expertise.
May be acquired through academic, apprenticeship
or on-the-job training or a combination of these.
NOTE Where more than one area of technical
knowledge is required, more than one Knowledge
competency may be listed or specific needs may be
documented in competency profile.
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Example of Market Rates and Ranges

• Maintenance Technician, Building Trades
• Contributing 24,408 to 29,832
• Journey 30,510 to 37,290
• Advanced 35,087 to 42,884
• Market Reference Ranges -- from 90 to 110 of
  the Market Reference Rate (MRR) -- represent the
  salary span within which an employees salary in
  a position assigned to a particular career band
  and level will fall, ideally based on
  demonstrated competencies

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Affects Salary Administration

• Salary increases are recognized when
• employee demonstrates new or better
• developed competencies within the same band
  level
• Funds must be available
• Must have a business need
• Internal alignment must be
  considered

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Summary of Impact

• Adds one more option for supervisors as a means
  to request salary increases
• New option is person rather than position based
• Former position change-based requests for
  increases can occur, but will be less necessary
• Years of education and experience credit lose
  priority importance in salary decisions

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Improving the System

• Changes
• All employees should have an overall competency
  assessment that is aligned with their positions
  competency assessment.
• If the supervisor agrees with the competency
  from year to year, HRs only required
  documentation for competency assessment will be a
  sentence that confirms the level of the skills
  being demonstrated and the employee and
  supervisors signatures. (Competency assessments
  are not meant to change that frequently)

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Myths and Misunderstandings

• Career banding will result in pay increases for
  everybody. Employees at or over market rate for
  the work they are doing (most of ours) will not
  benefit from career banding unless they begin to
  fill a business need for doing something more
  difficult, with less supervision, with greater
  consequence of error, with impact to larger
  groups or funds

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Myths and Misunderstandings

• Career banding will require less paperwork. The
  state has enjoyed touting this one, but now both
  competency assessments and position descriptions
  may be required in some cases to change a salary.
  Competency assessments require much thought and
  more conversations with employees. Competency
  assessments MUST document advancement BEFORE
  position can move

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Myths and Misunderstandings

• All jobs provide unlimited career growth
  opportunities. Some jobs provide no opportunity
  for career growth. Some supervisors have a
  management style which prohibits employee growth.
  Some employees do not enjoy a heavier weight of
  responsibility and facing the consequence of
  error. Some jobs meet a business need that will
  not change much over time.

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Human Resources Contacts

• All Classification, Career Banding, Salary
  Inquiries on current employees
• LynLee Troy, ext 72895
• Amy Braun, ext 74270
• Hal Walter, 74660
• Kathy Helvey, ext 72010
• All Recruitment, New Hire, Promotion Inquiries
• Kieffer Gaddis, ext 74272
• Ruby Lewis, ext 72279
• Robyn Flowers, ext 76290 (advertisements)