SHRA Employees

Position Description: The description of the position’s purpose, role, and responsibilities; what you are recruiting for SHRA Position). In order to expedite, please speak with your management team to obtain a funding commitment before completing a Proposal Request for a new position through NinerTalent.

Identify Business Need: Proposal Request: Describe the work you need to assign (or re-assign) List the competencies (knowledge and skills) you anticipate the work requiring. Have some idea of available budgeted salary Have confirmation of leadership’s commitment of resources Submit NinerTalent Create New Position Proposal Request When response from HR Consultant received, add job duties and submit to Approver.

Position Description Components:
Career Band – role description; description of work
Functional Competencies – required knowledge, skill and abilities to perform the work
Job Duties – tasks and responsibilities; examples of the work to be done in the job specific to each required functional competency area
Priority Order – ranking of required functional competency areas from most important to least important for successfully achieving business needs Requirements (State Minimum and Preferred Qualifications) Physical Requirements (ADA Checklist)

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

By the end of the employee’s first six months, a Competency Assessment be completed (via HRMS) 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. The competency assessment only needs to be completed at the end of probation if it was not completed within the recruitment hiring proposal. 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.

Career banding is the North Carolina statewide classification and compensation system for SHRA employees that focuses on demonstrated competencies as required by the business need of the organization. Employees in the career-banded system are assigned a specific classification and level based on the knowledge, skills, and abilities required for their specific position. Each employee in a career-banded position is evaluated on the competencies they demonstrate in their position.

Each competency is given a rating of Contributing, Journey or Advanced. From these individual competency ratings, an overall competency rating is assigned by the supervisor that reflects the competency level of the employee. The overall level that is assigned to the employee should not exceed the overall level of the position.

For a review of OSHR competency profiles, please explore the classification specifications and select the career band that you wish to review. This will provide you with an overview of the different career bands. Once you have identified the career band that fits your business need, please contact your HR Consultant to obtain a current job description template.

The compensation team will work with managers to identify the most appropriate career band/role/level for the business need. Once the correct career band is identified, the job description can be built based on the appropriate competencies which will support the compensation needs for the position.

Once you are ready to build a new position, or make a change to an existing position, please consult with your HR Consultant as regards the most appropriate course of action.

The Career Banding Employee Advisory Committee is charged with reviewing our overall Career Banding programs to ensure that employees are being treated fairly in opportunities for career development and compensation. The committee will be updated on proposed career banding programs and offer input regarding its effectiveness, efficiency, and equity to employees. The committee will be responsible for:

• Reviewing the career banding programs to ensure consistency and fairness.
• Advise management on needed changes and improvements.
• Serves as a forum for employees to raise questions concerning career banding policy as well as to recommend improvements in the policy.
• Serves as a liaison between employees within their respective Divisions and the UNC Charlotte Department of Human Resources
• Report findings from the committee back to the AVC of Human Resources and the Office of State Human Resources.

Membership:

Members shall serve a term of two years. Based on the size and demographics of our University, fifteen members representing various SHRA work teams have been selected for this first term. In addition, during the first meeting a chairperson and vice-chairperson will be elected by the committed members along with a recorder. Efforts shall be made to appoint new members or reappoint current members in a staggered manner in order not to disrupt cohesiveness and/or work of the committee when changes are warranted.

Voting:

For all issues to be decided upon by the committee, a simple majority rule should apply. The chairperson should not serve as a voting member except in the case of a tie wherein he/she may cast one vote. No proxy votes should be allowed.

Once you are ready to build a new position, or make a change to an existing position, please consult with your HR Consultant as regards the most appropriate course of action. Anyone of our team members can assist you, but here is a general outline of how our team assists the University.

• Kieffer Gaddis, executive director of staff position, employment & performance management: 704-687-0654, kgaddis@charlotte.edu
  • Create New Position Description
  • Modify Position Description
• Rachel Pierson-Bonin, HR Consultant: 704-687-0655, rpierso1@charlotte.edu
  • Create New Position Description
  • Modify Position Description
• Steve Barnhart, HR Consultant: 704-687-0657, sbarnhart@charlotte.edu
  • Temporary Career Progression Adjustment
  • Market Adjustment
  • Supervisor Change
  • Change/Extend Funding Source
  • FTW Change
  • NinerTalent Access
  • NinerTalent Navigation
  • User Type changes or access in NinerTalent
  • Banner entry/reconciliation of SHRA position & job information