Accounting/Audit
Administrative Support Services
Business Systems
Business Coordination/Management
Human Resources
Purchasing and Support Services
Social Research
University Programs

Building & Environmental Technician
Building Environmental Supervisor
Building & Environmental Services Manager

Architecture
Engineering
Facility Planning

Public Safety
Property Security

Environmental Health and Safety
Scientific Research

Medical
Nursing
Nutrition Specialist
Pharmacy Technician
Physician Assistant

Arts and Design
Broadcasting
Education and Training
Public Communications Specialist
Student Services Specialist
University Library

Operations and Skilled Trades

Electronics Specialist
Facility Maintenance
High Voltage
Specialty Trades Technician
Utilities Plant Supervisor
Vehicle Equipment Operator
Vehicle Equipment Repair Technician

Business and Technology Applications
Networking
Operations and Systems
Technology Support
ITS Manager

Scientific Research
Social Research

To see all competency profiles developed by the Office of State Personnel by Job Family, click here.  Please note, however, that those listed above are the ones for which we have been given authority to establish and administer.

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.