Competency Assessment and Pay Determination

Competency Assessment and Pay Determination

Performance Management

Goals and Expectations Behavioral Competencies Performance Improvement Functional Competencies

Competency Assessment

Career Development Pay Determination

Performance Management
Final Performance Rating U Unsatisfactory

Does not meet goals or behavioral competencies Many goals/behavioral competencies not met Goals/behavioral competencies generally met Many goals/behavioral competencies exceeded All goals/behavioral competencies exceeded

BG Below Good

G Good

VG Very Good

O Outstanding

Competency Assessment and Pay Determination

Functional Competencies

Functional Competency Assessment

Functional Competencies: Are tied to demonstrated knowledge, skills, and abilities Can be observed and measured Have distinct Contributing, Journey, and Advanced levels established for roles within a banded classification Developed by Transition Teams and validated within A/U, both using focus groups

Functional Competency Assessment

Key Functional Competencies: Key Competencies are the essential, most important competencies required of an individual job. From statewide banded class specs; validated internal to A/U using focus groups List in order of importance

Functional Competency Assessment

Core to A/U? (check box): Competencies set by Agencies and Universities as critical to all jobs within the organization.

Functional Competency Assessment

Expectations: Knowledge, skills, or abilities that are expected to be demonstrated on the job.

Refer to competency profile (level descriptions) adopted by your Agency/University Determine what is needed by the organization How should competencies be demonstrated on the job? How will they be observed and tracked? Discuss with employee

Functional Competency Assessment

Final Results:
At the end of the work planning cycle, Results are assessed in relation to the established Functional Competencies and Expectations. Have functional competencies been demonstrated by the employee? How or how not?

Functional Competency Assessment

Level: Correlate Final Results to appropriate level for each Key Functional Competency based on demonstrated competencies and established level descriptions. Contributing Journey Advanced

Functional Competency Assessment

Final Competency Assessment: Overall level determined based on the majority of individual Key Functional Competencies. Generally, if most Competencies are Contributing, overall level should be Contributing. Exceptions: if one or more Key Functional Competencies is more critical to the organization, may carry more weight in final assessment. Must explain and justify in Comments section (establish at Initial Work Planning Discussion).

Career Development

What is the organizational need? What employee attributes need development or strengthening to accomplish the above? What areas does employee wish to improve? Are these attainable within current position and work unit? If so, are training resources available and what is a reasonable time frame? What specific training and/or education should improve the performance and competency level? Include Employee and Supervisor responsibilities

Competency Assessment and Pay Determination

Determining Pay

Pay Based on Competencies

Competency Evaluation Form

Contributing Comp A Comp B Comp C Overall X X X X

Journey

Advanced

Employees Pay

Career-Banded Class Rates

Min
Contributing Reference Rate Journey Market Rate Advanced Reference Rate

Max

Pay Based on Competencies

Competency Evaluation Form

Contributing Comp A Comp B Comp C Overall X X X

Journey X

Advanced

Employees Pay

Career-Banded Class Rates

Min

Contributing Reference Rate

Max
Journey Market Rate Advanced Reference Rate

Pay Based on Competencies

Competency Evaluation Form

Contributing Comp A Comp B

Journey X

Advanced X

Comp C
Overall

X
X
Employees Pay

Career-Banded Class Rates

Min
Contributing Reference Rate Journey Market Rate Advanced Reference Rate

Max

Determining Pay
Process: Evaluate groups of employees in same banded classes and in same general competency level Apply Pay Factors consistently among employees Fine-tune the pay recommendations based on application of the Pay Factors Justify and document!

Determining Pay
Career-Banding Pay Factors
Financial Resources
The amount of funding that a manager has available when making pay decisions.

Appropriate Market Rate

The market rate applicable to the functional competencies demonstrated by the employee

Internal Pay Alignment

The consistent alignment of salaries for employees who demonstrate similar required competencies in the same banded class within a work unit or organization.

Required Competencies
The functional competencies and associated levels that are required based on organizational business need and demonstrated on the job.

DEADLINE OF JANUARY 1, 2006

Title Changes Required Recruit From State Specs Competency Assessment of Employees Occurs Soon After

Questions????