Career Banding Employee Competency Assessment Training

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Career Banding Employee Competency Assessment
Training

• September 1718, 2008

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Todays 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)

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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

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OverviewCareer Banding Terms

• Job Families (Occupational Groups)
• Banded Class
• Competencies (Contributing, Journey, Advanced)
• Market Rate
• Business Need (Position)
• Pay Factors (FAIR)

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OverviewCareer Banding Tools

• Job Descriptions (in People Admin)
• Banded Class Specs and Profiles
• Employee Competency Assessment Forms
• Salary Decision Work Sheet

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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

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Assessing Employee Competencies

• Definition of CompetenciesKnowledge, 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

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Contributing Competencies

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

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Journey Competencies

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

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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.

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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

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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

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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

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Job Descriptions

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

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Employee Competency Assessment Form

• Review contents of form (on HR website)

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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

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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)

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Duty Statements and Assessment Tips

• Dont consider
• volume of work
• years of service
• personal traits/characteristics
• performance evaluations

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Examples and Practice Exercises

• Writing and evaluating duty statements
• Comparing duty statements to competency
  descriptions
• Determining competency levels

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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)

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Future Training Plans

• Recruitment
• Interviewing and Hiring
• Salary Administration
• Employee Relations
• Training and Development

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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!!