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| Last Revision: | 05/29/2009 |
| Posted to Website: | 06/05/2008 |
Career Banding Forms
SPA Performance Management and Competency Assessment Form [Word]
Employee Competency Assessments 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 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 review and evaluate the employee's demonstrated competencies for that year's performance cycle. If they have not changed, then the current competencies should be reviewed with the employee and the SPA Performance Management and Competency Assessment Form should be signed by both the employee and the manager.
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 Recommendation Form [Word]
The Salary Recommendation Form 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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