Step 1:

1. Position Description – The description of the position’s purpose, role, and responsibilities; what you are recruiting for.  These forms have been developed to guide you through the documentation process based on available competency profiles.  We strongly recommend that you reach out to your Compensation Consultant early in this process so that we can consult regarding the correct competency profile, career band, and level to meet your organizational need.
2. ADA checklist (this is now part of on-line position descriptions)
3. Organizational Chart
4. For more guidance and instructions on how to route these forms to eliminate delays, view http://www.hr.uncc.edu/CB/creating_spa_position.htm

Important: The information above must be submitted with a completed BREMP (Budget Request to Establish or Modify an SPA Position).  In order to expedite, please speak with your management team to determine who is required to sign before you submit to HR. 

• Link to BREMP: http://www.finance.uncc.edu/Forms/BREMP.xls  
• Link to Instructions to complete a BREMP: http://www.finance.uncc.edu/Forms/BREMP_INSTRUCTIONS.doc

Step 2:

Within 30 days of the new hire being on board, the manager is required to submit a Work Plan and Annual Appraisal Form.  The work plan section is outlined based on position description and you can add SMART (Specific, Measureable, Attainable, Realistic & Timely) goals that will guide the employee towards what you expect to measure them against.  This form will be used during the annual appraisal process so it is imperative to think through the work plan, your expectations for this position and how you will measure it.

Step 3:

By the end of the employee’s probationary period (for an internal transfer, within six months), the Competency Assessment & Career Development Form must be completed to indicate that the person is demonstrating the competencies required for the position and to confirm that the employee is being compensated in the appropriate market range.  If you find it hard to align the competencies being demonstrated by the employee to the budgeted position level you recruited for, contact your Compensation Consultant to discuss.