Ms. Becky Thompson
Lower Level, Room 7
The Classification and Compensation unit is responsible for administration of the position classification system which includes those positions that are subject to the State Personnel Action (SPA employees) and positions that are exempt from the State Personnel Action (EPA Non-Faculty employees). Classification and Compensation involves assisting departments with the establishment of new positions and the review of existing position for appropriate placement within our state personnel systems.
The Classification and Compensation Manager collaborates with supervisors and managers regarding appropriate position classifications, job descriptions and equitable salary decisions based on relevant job factors, departmental scope and the University's workforce. Responsibilities include processing personnel action requests, analysis of job descriptions in relation to the SPA and EPA Non-Faculty classification systems, and determination of Fair Labor Standards Act (FLSA) designation for positions. Classification and Compensation also serves as a liaison to the NC Office of State Personnel and UNC General Administration for position actions.
For assistance with creating a new position, filling a vacant position, updating a job description, reclassifying an existing position, and/or other classification and compensation actions, supervisors will need to complete a Position and Personnel Action Form. Please refer to the HR Forms Page for the Personnel Action Request form at http://www.uncfsu.edu/hr/forms.
Career Banding is the classification and compensation system for SPA employees that focus on demonstrated competencies as required by the business needs of the organization. Career Banding, position classifications are grouped within 10 job families. Employees in the career banded system are assigned a specific classification and competency designation based on the knowledge, skills, and abilities required for their specific position. The career-banding profiles provided by Office of State Personnel identify the specific competencies needed to perform the work assigned in each classification.
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 the 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.
Competency Assessments are required by the Office of State Personnel (OSP) and must be completed for each assigned SPA position. Competency Assessments are completed by the supervisor for each new position prior to hiring a new employee.
Classification and Compensation/Career-banding forms:
It is FSU's pay philosophy to pay employees at the minimum of 85 percent of the market reference rate. When administering salary, the following pay factors are considered:
Financial Resources - amount of funding available;
Appropriate Market Rate - market rate applicable to the demonstrated functional competencies;
Internal pay alignment - similar pay for similar work;
Required Competencies - functional competencies required based on organizational business need.