engineering career banding training. training agenda i.career banding overview ii.introduction of...

Engineering Engineering Career Banding Career Banding

TrainingTraining

Training AgendaTraining Agenda

I. Career Banding Overview

II. Introduction of Bands

III. Competency Based Pay

Career Banding OverviewCareer Banding Overview

What is Career Banding?What is Career Banding?A new human resources systems that affects the way we classify jobs hire people pay employees promote employees evaluate employees provide career development opportunities for our employees

Wider pay ranges

Why are we banding?Why are we banding?

Move toward pay based on current market rates Emphasizes commitment to individual growth

and career progress Gives managers more flexibility in setting pay

and granting promotions Current system outdated and cumbersome (6000+ classification titles; 47 salary

grades) Reduces the number of job classes and titles in

state government Directed by OSP as a statewide change

Benefits of BandingBenefits of Banding

• Pay based on competency level and labor market information

• Encourages employees to develop skills for career development and organizational success based on organizational needs

• Greater involvement by management in pay decisions (Initial phase will be cost neutral)

• Simplifies the administrative processes

Statewide Job Family Statewide Job Family StructureStructure

1. Administrative and Managerial2. Engineering and Architecture 3. Environment, Natural Resources and Scientific4. Human Services5. Information and Education6. Information Technology7. Institutional Services 8. Law Enforcement and Public Safety9. Medical and Health10. Operations and Skilled Trades

Branches in the Engineering and Branches in the Engineering and Architectural Job FamilyArchitectural Job Family

Architect Branch Landscape Architect

Branch Engineering Assistant

Branch Engineering/Architectural

Technician Branch Engineer Branch Engineering/Architectural

Supervisor Branch

Engineering Director Branch

Facility Planner Branch Geologist/Hydrogeologist Engineering/Architectural

Manager Branch

Who Develops the Banded Who Develops the Banded Classes?Classes?

1. Initiated by the Office of State Personnel (OSP)

2. Transition teams with occupational knowledge provide assistance

3. DHHS adapts each banded job family for Departmental use

Introduction of Engineering Introduction of Engineering FamilyFamily

Includes Ten (10) BranchesIncludes Ten (10) Branches

Architect Landscape Architect Engineering Assistant Engineering/Architectural Technician Engineer Engineering/Architectural Supervisor Engineering/Architectural Manager Engineering Director Facility Planner Geologist/Hydrogeologist

Engineering Band – EngineerEngineering Band – Engineer

Responsible primarily for consultation, investigation, evaluation and planning, design, design review and approval, and/or determination of environmental and safety impacts of work processes and products (buildings, utilities, systems, sites, mapping, or infrastructures, and providing project

management oversight. Building Systems Engineers I,II,III Facility Mechanical Engineer II Rehabilitation Engineer

Engineering Band - ArchitectEngineering Band - Architect Positions plan, design, manage, and review construction,

development, or manipulation of the physical environment for practical, esthetic, religious, or creative objectives, such as university facilities, office buildings, theaters, industrial facilities, landscaping, and/or other physical property.

Facility Architect II

Engineering Band – Engineering Band – Engineering/Architectural Engineering/Architectural

SupervisorSupervisor

Supervises a component or multiple components of an engineering or architect program.

Assist program leadership with administrative duties such as planning, organizing, and managing daily operations, quality assurance, human resource management functions, and staff development

Building Systems Engineer III Facility Architectural Supervisor II

Engineering Band Engineering Band Engineering/Architectural Engineering/Architectural

ManagerManager Manages an engineering or architect program. Performs administrative duties such as planning, organizing

and managing daily operations, ensuring quality assurance, managing human resource management functions, and staff development.

Facility Maintenance Director I

Approx. 82 employees

Engineering Engineering Band-Engineering/Architectural Band-Engineering/Architectural

DirectorDirector

Manage and direct an engineering program for an agency or university of considerable scope and complexity.

Oversee all engineering and related services provided by staff and assist top management with budget and strategic planning, organizing business functions quality assurance, and defending the agency or university budget and plans before the legislature and/or governing body.

Facility Engineering Director II (Lic)

Engineering Band Engineering Band Engineering TechnicianEngineering Technician

Perform technical duties supporting engineers and other professionals in areas such as construction, materials testing, design, surveys, and/or program/regulatory compliance

Facility Engineering Specialist Construction and Renovation Design Tech I and

IIs:

Engineering Banded Class Engineering Banded Class Competency ProfilesCompetency Profiles

Based on statewide focus group feedback Modified to fit DHHS Describes roles Describes competencies needed in the

job Includes the Minimum Training and

Education required for the banded class

New Terms & New ProcessesNew Terms & New Processes

Crosswalk-Title changing or “cross walking” existing positions into the new career banded classification system

Position Competency Assignments

Competency-Based PayCompetency-Based Pay

What are Competencies?What are Competencies?

Competencies are the observable and measurable set of:

skills knowledge abilities key behaviorsthat are necessary to perform the

job

Levels of CompetenciesLevels of Competencies

Contributing: knowledge, skills, and abilities minimally required to perform work in a banded class

Journey: fully applied body of knowledge, skills, and abilities required for a banded class to perform job assignments successfully

Advanced: the highest or broadest scope of knowledge, skills, and abilities required in the banded class to perform job assignments successfully

Pay Band ExamplePay Band Example

Minimum of Band Contributing

Reference Rate

Journey Reference

Rate

Advanced Reference

Rate

Maximum of Band

(individual market rates for each level)

Career Band ExampleCareer Band Example

Journey Market Rate $44,083

$ 27,384 $68,613

Minimum Maximum

Employees progress through the range

Contributing Journey Advanced $35,840 $44,083 $56,752

Engineer Technician

Setting Competency-Based Setting Competency-Based PayPay

• Complete the competency assessment form for:New hires

Changes of band or level/initial implementation

• Evaluate pay factors

• Determine Salary

• Document decision making process and complete forms

Complete Competency Complete Competency AssessmentAssessment

• Use the applicable Competency Profile to identify key individual competencies

• Assess & document individual competencies at Contributing, Journey, or Advanced (C, J, A)

• Determine overall competency level at Contributing, Journey, or Advanced (C, J, A)

Examples of Examples of Engineering Technician Engineering Technician

Competency Profile Level ConceptsCompetency Profile Level Concepts

CONTRIBUTING JOURNEY ADVANCEDEntry level dutiesGeneral KnowledgeRoutine AssignmentsWork subject to

review

Independently performs moderately complex duties

Working Knowledge

Work is less subject to review

Independently performs complex duties

Advanced knowledge

Very limited review of work

Evaluate Pay FactorsEvaluate Pay Factors

Financial ResourcesThe amount of funding that a manager has available when making pay decisions.

Appropriate Market RateThe market rate applicable to the competencies demonstrated by the employee.

Internal Pay AlignmentThe consistent alignment of salaries for employees who demonstrate similar required competencies in the same banded class within a work unit or organization.

Required CompetenciesThe competencies and associated levels that are required based on organizational business need and demonstrated on the job.This pay factor considers:

• Minimum qualifications for class• Knowledge, skills, abilities and behaviors• Related education and experience• Duties and responsibilities• Training, certification, and licenses

CompensationCompensationManagers must consider the 4 pay

factors when any of the following occur:

• New Hire/Transfer• Permanent Status• Promotion• Reassignment• Career Progression Adjustment

• Career Banding offers more flexibility and fewer restrictions.

Competency Pay Factor - Competency Pay Factor - Example #1Example #1

Competency #1Competency #1 XX

Competency #2Competency #2



Overall CompetencyOverall Competency

ContributingContributing JourneyJourney AdvancedAdvanced

XX

XX

XX

Min MaxContributing

Reference RateJourney

Reference RateAdvanced

Reference Rate

XX







XX

XX

XX

XX

Min MaxContributing



Reference Rate


Internal Pay AlignmentInternal Pay Alignment

Monitored by the division or facility Group employees for comparison

– Band– Level– Number of competencies rated at C, J,

or A– Performance rating

Management’s RoleManagement’s Role Ensure career banding concept is

communicated to employees Provide staff time for training and to

serve on focus groups Evaluate position’s competency level

and employee’s initial competency level for career band placement

Evaluate employee competencies at least every three (3) years

Manage pay to the market rates

Management’s Role (cont’d)Management’s Role (cont’d) Provide detailed documentation for

band/level placement and salary adjustments,

Establish career development plans and coaching that should enhance an employee’s contribution to the organization’s success.

Use new processes for establishing positions, filing positions, reclassifying positions, and compensating employees.

Apply pay factors equitably.

Human Resources’ RoleHuman Resources’ Role Provide initial and continued training to

managers. Consult with managers. Ensure managers are held accountable. Monitor/audit actions taken. Evaluate band ranges. Conduct program assessment/evaluation.

Employee’s RoleEmployee’s Role

Take responsibility for career development• Participate in work planning/career

development plans. Develop competencies and skills that are

valued by the organization. Contribute to the accomplishment of the

organization’s mission/goals through continued demonstration of competencies.

Follow dispute review process if applicable.

Dispute Review ProcessDispute Review Process

Allows employees to have salary adjustment decisions reconsidered by a source beyond the decision-maker.

Procedures are found on the HR website Career Banding Guide.

Salary decisions based on unavailability of funding are not eligible for consideration under the dispute resolution process.

Where do we go from here?Where do we go from here?DHHS Engineering Career Banding Project

• Team Members include: Marilyn Long - Division of Vocational

Rehabilitation HR Phil Harker – HR Central Debbie Souza - Division of Health

Service Regulation HR

Web ResourcesWeb Resources

DHHS Human Resourceshttp://www.dhhs.state.nc.us/humanresources/banding

OSP Career Banding http://www.osp.state.nc.us/CareerBanding/career-banding.htm

Competency Profileshttp://www.osp.state.nc.us/CareerBanding/specs%20profiles%20crosswalks/Profiles/profiles.htm

Questions?Questions?

engineering career banding training. training agenda i.career banding overview ii.introduction of...

Documents

engineering program

pay slide

facility engineering

lic slide

ranges slide

career banding overview

rehabilitation engineer

banded class slide