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| Last Revision: | 07/24/2008 |
| Posted to Website: | 06/05/2008 |
Career Banding Forms
Employee Competency Assessment Form [Word]
Employee Competency Assessments (ECAs) are used to evaluate the demonstrated competencies of the employee against the required competencies of the position. A sound competency assessment process ensures that employees have and demonstrate the knowledge, skills and abilities required to meet stated business needs and contribute to the success of the organization. Managers are responsible for determining the employee's demonstrated competency level for each of the competencies required in the position. Managers make this determination using a 1-3 rating scale:
- Developing: Required position competency is not yet fully applied by the employee at the level defined by the manager as necessary to meet stated business needs. The employee may be lacking in some elements of the required position competency.
- Applied: Required position competency is often demonstrated by the employee at the level defined by the manager as necessary to meet stated business needs.
- Broadly Demonstrated: Required position competency is consistently demonstrated by the employee at, and occasionally above, the level defined by the manager as necessary to meet or exceed stated business needs.
Employee Competency Assessments (ECAs) must be completed and signed within 90 days of any new hires/agency transfers, voluntary transfers, branch/role changes or position competency changes. Employee Competency Assessments shall be retained in the department's personnel files. At the time of the employee's annual Performance Review, the manager will be required to acknowledge whether or not the employee's competency assessment has changed from the last competency assessment on file. If they have not changed, then no new ECA is required. If they have changed, then a new ECA must be completed.
Position Competency Review Forms
Position competencies were created by a Career Banding Transition Team (comprised of representatives from State agencies and universities, including UNC-Chapel Hill), reviewed by focus groups (input was provided by subject matter experts here on campus and at other universities), and approved by the State Personnel Commission. Position competencies are a set of knowledge, skills and abilities required of the position based on business needs as determined by the manager. They are reviewed by the manager according to the standards set by the University and documented using a Position Competency Review (PCR). Position competencies are determined by managers and measured at three levels:
- Contributing competencies required in a position include knowledge, skills and abilities minimally necessary to perform a job from entry to journey.
- Journey competencies required in a position represent a fully-applied body of knowledge, skills and abilities.
- Advanced competencies required in a position include the highest or broadest scope of knowledge, skills and abilities.
PCRs must be completed, signed and (originals) submitted to the ECC Specialist concurrent with requests for branch/role or position competency changes. If no PCR is on file, then all position competencies are weighted equally and match the overall position competency level. If a manager determines that the required position competencies have not changed since the initial walkover, then there is no requirement to complete a new PCR.
Position Description Form [Word]
Position Description Form Instructions [Word]
In State government it is the responsibility of managers, administrators and supervisors to structure the organization, design positions and assign work to deliver program services in the most effective way. A vital part of this process is the preparation and use of position descriptions. The Career Banding Position Description Form is used at UNC-Chapel Hill to obtain complete and factual information concerning the work assigned to career banded positions. The form and these instructions have been designed with a format to:
- Enable and aid managers and supervisors in describing their subordinate positions
- Provide relevant and adequate information for the position establishment and reallocation process
- Provide management with a tool that is invaluable in other management functions, including recruitment and selection, orientation, work planning, and training.
Salary Administration Worksheet [Word]
The Salary Administration Worksheet is used to justify and document career banding salary recommendations. The manager must use the form to explain his/her salary decision-making process, including the impact of the four pay factors and how the individual employee demonstrates the competencies required for the position. This worksheet is also used to obtain the necessary levels of approval within the school, department and the Office of Human Resources.
Career Banding Dispute Resolution Form [Word]
A dispute resolution process, separate from the University's formal grievance procedures, allows employees to appeal certain salary decisions made by their immediate supervisor/manager as explained in the Career Banding Pay Plan. Salary decisions based on availability of funding are not eligible for consideration in the dispute resolution process. The Career Banding Dispute Resolution Form is used to document the basis for an appeal, and must be submitted to OHR/Compensation Programs within 30 calendar days of notification of an eligible career banding salary action by his/her manager.
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