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| Posted to Website: | 04/24/2008 |
Job Posting, Recruitment and Selection in Career Banding
SPA position openings listed on The University of North Carolina at Chapel Hill web site must include: position title; working title; position number; position competency level; hiring range; full-time/part-time status; permanent/time-limited status; department name/number; date first posted; closing date; location; minimum education/experience; essential skills, competencies; knowledge and abilities; preferred qualifications; special physical/mental requirements; position/work schedule requirements; salary grade equivalent; and EOE statement.
External SPA position advertisements must include:
- Position Title (official banded classification/role and/or working title).
- The link to where an applicant can find complete information about the position and instructions for applying.
- The indication that we are an Equal Opportunity Employer (i.e., the letters "EOE").
The following language is approved for use to satisfy the latter two requirements: "To apply, see our website: www.jobs.unc.edu to complete an online application. Please reference Position #### and Department #### when applying. EOE."
Optional information that an HR Facilitator and/or department manager may choose to include in external SPA position advertisements:
- Position summary/description of work
- Minimum education, experience and skill requirements
- Preferred education, experience and skills
- Salary/hiring range information
- Information about UNC-Chapel Hill and the surrounding area
Recruitment and Selection: The career banding system recognizes that competitive pay levels promote proven successful work behaviors. The system accomplishes this by emphasizing competencies required for the position and aligning compensation with market pay related to the position and its competencies. A major goal of career banding is the increased ability to recruit, retain and develop a qualified, motivated and diverse workforce.
Managers are accountable for making, justifying and documenting fair, consistent, non-discriminatory and fiscally responsible recommendations and decisions with regard to managing compensation and internal pay alignment. Managers are responsible for ensuring consistent and equitable application of pay factors in the salary offer process. Managers have the flexibility to determine whether to post the entire career band, or some subset of that band, as the hiring range for a vacant position. Managers shall consider competency level guidelines and pay factors as they establish the hiring range. This will help facilitate a clear understanding to prospective applicants of not only what the hiring manager is willing to pay, but what s/he is able to invest in that position.
OHR/Compensation and Staffing Programs will continue to publish competency level guidelines to assist in managing salary growth within an equitable and non-discriminatory framework. Salaries are expected, but not required, to be within the competency level guidelines assigned for the position. The hiring manager's posted hiring range for a position may match, exceed, or be more restrictive than the competency level guidelines. The approved salary offer must be within the advertised hiring range.
For example, if a manager indicates that a particular position is at the journey level, and subsequently chooses to advertise the entire career band as the hiring range, the manager has the flexibility to pay above the journey competency level. Likewise, if a manager indicates that a particular position is at the journey level, and subsequently proposes to make a salary offer within the contributing competency level guidelines, s/he has the flexibility to pay less than the journey competency level. The manager is accountable for equitably applying the pay factors and documenting the justification to his/her ECC Specialist for proposing a salary offer that is above or below the assigned competency level.
A. The salary offer for a candidate for a position with required competencies at the contributing competency level shall generally be below the journey market rate guidelines, but not below the minimum of the overall career band for the role.
B. The salary offer for a candidate for a position with required competencies at the journey competency level shall generally be within the journey market rate guidelines, unless financial resources or other pay factors prevent this.
C. The salary offer for a candidate for a position with required competencies at the advanced competency level shall generally be above the journey market rate guidelines, unless financial resources or other pay factors prevent this. Salaries shall not exceed the maximum of the overall career band for the role.
D. Salaries paid as a result of recruiting shall not exceed the maximum amount advertised for recruitment purposes in a vacancy announcement (i.e., the advertised hiring range that was established, budgeted, and approved by the hiring manager).
A salary offer shall not be communicated to a job applicant/candidate until after the proposed offer has been approved by the ECC Specialist, unless a School or Department has previously obtained delegated authority to do so from OHR.
Managers will assess and document the demonstrated competencies of employees entering into career banded positions (new hires, agency transfers, voluntary transfers, branch/role/competency level changes) within ninety (90) days and in conjunction with the annual performance appraisal process.
If a position is posted with a specific hiring range and the career bands are later adjusted by OSP due to labor market rate movement, the hiring manager must continue to recruit within the original advertised hiring range. The position would need to be reposted in order to use the adjusted career band rate; this is required to ensure compliance with Federal EEO laws and regulations. The only exception to this reposting requirement would occur when a previously advertised hiring range minimum falls below the new band minimum; no salary offer can be below the minimum of the overall career band for the role at the time of hire. Managers should review hiring ranges in light of such market adjustments by OSP to maintain internal equity and ensure fair and consistent application of pay factors.
Salary with reinstatement from Leave Without Pay into a previous position will be at the previous rate (including mandatory salary adjustments) unless a higher rate is justified based upon the pay factors.
Promotional and Reemployment Priority: Until career banding is implemented for all job families in all State agencies and universities, employees in career banded roles will be assigned a salary grade equivalency only for promotional and RIF reemployment priority purposes as noted in the State Personnel Manual. For employees applying for positions in a different classification system than their current system (i.e., from graded to banded or vice versa), a salary grade equivalent is assigned for each competency level within a career banded role to determine if the action is a promotion.
The salary grade equivalent is not used when determining the promotional priority for a State employee who is currently in a banded role and is applying for another position in a banded role. The salary grade equivalent is not used when determining the RIF priority for a RIF applicant who was in a banded role at the time of the RIF notification and is applying for another position in a banded role
The salary grade equivalency is not a determining factor in establishing salaries for employees in career banded positions.
Grade-to-Band Transfers are defined as employee movement between a graded classification and a banded role. Grade-to-Band Transfers are a consideration only until career banding is fully implemented for all job families in all state agencies and universities.
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