UNC Office of the President and General Administration

Career - Banding Communication Plan

A critical factor in the successful implementation and ongoing operation of the career-banding program within UNC OP/GA will be communication at all levels of the organization. Several methods will be used to communicate career-banding throughout UNC OP/GA including in-person presentations, email announcements, a career-banding website, orientation sessions for supervisors and employees, and training sessions for managers and members of each job family implementation team. The steps to be followed to implement this communications plan are outlined below:

Step One : Executive Overview - An overview of career-banding will be presented to the President’s Cabinet, which then will be placed on the HR career-banding website.

Step Two : All Employees Communication - An email announcement will be sent to all employees informing them about the purpose and process of career-banding. The memo will explain how career-banding will affect them, and what they should expect to happen as UNC OP/GA moves to a new classification and compensation program. This announcement also will be placed on the website.

Step Three : Meeting with Managers and Supervisors - Managers and supervisors will be invited to meetings on career-banding. At these sessions, we will introduce them to the tools that have been developed to implement the program, explain how career-banding replaces the present classification system, and inform them about their responsibilities for compensation and career development of their employees.

Step Four : Orientation S essions - Employee orientation sessions will be held to overview career-banding components and answer questions related to the program and the process. The answers to questions raised in these meetings and other frequently asked questions will be placed on the career-banding website as a reference tool and resource.

Step Five : Formulation of a J ob F amily I mplementation T eam - Each time a job family is being moved to career-banding, a representative team from the job family will be named to assist in the implementation. Training for this team will include the following program components and modules:

· Implementation Process, Schedule, and Communications

· Career-Banding Tools

· Salary Administration Policy

· Job Descriptions

· Understanding the Forms

· Competency Assessments

· Performance Evaluations

· Career Development Plans

· Recruitment and Hiring

· EEO and Employee Relations Issues

· Dispute Resolution Process

· Advisory Committee Functions

Step Six : Post- I mplementation Training - Once a job family is implemented, training will be conducted for all managers and supervisors who have responsibility for employees in that particular job family. Additional training will be conducted for new supervisors, as needed.