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Banding Guide

Procedural Guide for HR Managers and Analysts

Last Update: 12-14-2005

Introduction

Implementation

As banded classes are approved statewide, DHHS will convert our related positions to the new banded classes. To complete this process, the central Human Resources Implementation team works with division and institution management and staff to plan, analyze, and convert existing positions to the applicable banded classes. This guide is not intended to cover this transition phase, but related materials are available on this DHHS Banding website (http://www.dhhs.state.nc.us/humanresources/banding).


Changes in Human Resources Functions

The following graphic illustrates how competencies form the foundation of the Career Banding system as it relates to the major functions within Human Resources.

competency centered system

With the implementation of Career Banding in DHHS, the role of Human Resources practitioners will gradually change, affecting the areas illustrated above to varying degrees.

Concerning the way work is done, Human Resources (HR) staff may have to learn different processes, rules and procedures within their different functional areas, but their general functions will remain essentially the same. We anticipate that the main HR competencies currently required will remain the same, with some shift in emphasis especially in the area of a consulting versus compliance roles.

The following chart illustrates the anticipated changes in Human Resources activities:

Current Classification System vs. Career Banding System

HR COMPONENT

WHAT IS THE SAME

WHAT IS DIFFERENT

Classification
  • Requires completion of a current position description
  • Required Analyst Notes for reclassification of positions
  • Budgetary processes

New Banded Classes with three competency levels:

  • Contributing (C)
  • Journey (J)
  • Advanced (A)
Recruitment
  • Posting process including preferences
  • Application process
  • Screening procedures
  • Applicant Selection Log
  • Posting format to include competency level (C,J,A), salary ranges
  • Screening for competencies
  • More emphasis on preferences
HR COMPONENT WHAT IS THE SAME WHAT IS DIFFERENT
Interviewing & Selection Responsibility remains with the Hiring Manager
  • Interviewing for competencies using behavioral interviewing techniques
  • Use of other tools to assess competencies (e.g., using work samples)
Salary Administration
  • Budgetary constraints
  • Opportunities for salary increases
  • Hiring Managers make pay decisions using Pay Factors in consultation with HR
  • Pay increases based on demonstrated competencies
  • "In-range" policy replaced by career progression adjustments
HR COMPONENT WHAT IS THE SAME WHAT IS DIFFERENT
Performance Management
  • Multi-level rating scale
  • Annual review cycle
  • Will be simplified to measure and assess performance based on outcomes
  • Annual Competency Assessments completed at the same time to determine where employees are functioning in the Contributing, Journey, and Advanced levels
Employee Relations Grievance and disciplinary processes New Pay Dispute process
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