Career Banding forms are specific to
each Career Band. Click on the Job Group to find
Competency Profiles, Position Descriptions, and
Performance Management, Competency Assessment,
and Career Development (PCAC) forms for specific
career bands.
This site is under
construction as we add new Job Families and
Career Bands recently implemented. All Career
Bands have been implemented as of June 1, 2008. |
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In an effort to enhance recruitment and
retention efforts by becoming more competitive in
the labor market and also to improve career
advancement opportunities, UNC Charlotte supports
a career banding program. UNC Charlotte’s career
banding program is being developed under the
guidelines provided by the Office of State
Personnel.
Why is Career Banding being
implemented at UNC Charlotte?
It is
the goal of UNC Charlotte to compensate its career
banded employees at a level that promotes
successful work behavior; emphasizes demonstrated
competencies linked to organizational goals;
reinforces high standards of performance; and
maintains the labor market competitiveness
necessary to recruit, retain, and develop a
competent and diverse work force. The career
banding program is structured to ensure that
employees in the program receive equitable
treatment for career development opportunities and
compensation.
What are the effects of Career
Banding?
Long-term effects of career
banding will include improving the university’s
ability to recruit and retain qualified employees
through competitive salaries with greater emphasis
on recognition of employee skills. Responding to
business need, managers and
supervisors work directly with employees to
develop career growth opportunities and identify
job competencies needed in the work unit. Career banding improves
organizational structure by defining
responsibilities and identifying specific
training, education and experience requirements
needed to accomplish unit goals. Focusing on
specific competencies enables managers and
employees to better understand job requirements
and improve the quality of work
produced.
How does Career Banding change the
way my compensation is determined?
As
opposed to the current graded compensation system,
where salaries are determined based on the
numerical value of an employee's education and
experience, compensation eligibility is determined
by labor market rates for each occupational area
and is based on required business need and incumbent competency levels. As
competencies are developed and demonstrated
through education, training, and practical
experience, employees become eligible for salary
adjustment consideration.
Specifics of the program as it
relates to career development
The
Career Banding system involves systematic
evaluation and planning career development which
recognizes employees when new or higher level of
compensable competencies are required in the work
unit and demonstrated by employees (funding
permitting). Please refer to UNC Charlotte’s
Career Banding Plan for details. Competencies are
knowledge, skills, and personal attributes that
contribute to the employees' success in their
respective jobs. The new job specifications
(Competency Profiles)
identify the specific competencies needed to
perform the work assigned. There are three
competency levels in each classification band
which are not to be confused with performance
measurements:
-
Contributing
Competencies: The span of knowledge,
skills and successful work behaviors minimally
necessary to perform a job from entry up to
the development of journey competencies required for the
class. A position requiring contributing
competencies will pay at the lower end of the
career band range and meets a business need as
described by the contributing level of the
competency profile.
-
Journey
Competencies: Fully acquired knowledge,
skills and successful work behavior demonstrated
on the job that is demonstrates development
beyond the contributing competencies. A position
requiring journey competencies will pay in the
mid range of the career band and meets a
business need as described by the journey level
of the competency profile.
Advanced
Competencies: The highest or broadest
scope of knowledge, skills, and work behavior
demonstrated on the job, which illustrates
attained knowledge, skills, and competencies
that are beyond journey competencies. Positions
requiring advanced competencies pay at the
higher end of the career band and incumbents
serve in roles of leadership, applying advanced
institutional and program knowledge and/or highly
developed technical expertise as described by
the advanced level of the competency profile.
More information from the Office of State
Personnel on Career Banding can be found in a
brochure for state employees at http://www.osp.state.nc.us/CareerBanding/cbbrochure.pdf.
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