To maintain a Position Management Plan as required by N.C. General Statute 126 so that positions are classified properly in a consistent, efficient and equitable manner while serving as an advocate for DENR.
Position Management serves as a catalyst for other personnel functions to occur and is a shared process with program management. Management identifies the work to be performed and designs the job and organizational structure in which work functions occur. Position Management, through recommendations to the Office of State Personnel (OSP), provides the classification title, concept, salary grade or range and minimum recruitment qualifications for the position. Currently DENR consists of almost 3,000 positions using over 600 different class concepts with 3 classification systems – Traditional, Career Banding and a pilot banding program in Coastal Management.
Effective position management balances diverse issues such as equity in classification and pay levels of positions while addressing the needs of management and demands of specific labor markets. This requires an understanding of program requirements, processes and regulations which must be developed through ongoing, proactive relationships with management. It is imperative that Position Management staff be involved with program planning, new initiatives, reorganizations and other program changes to create and maintain an effective classification system while providing positive and constructive solutions to management.
The Position Management Section currently consists of two Personnel Analysts performing a broad range of assignments, such as:
· Advising management on the design, maintenance of positions and serving as advocates for DENR with OSP
· Providing training and consultation on job description writing
· Providing consultation on program organization to assure that classification levels are maintained or augmented
· Consulting on qualifications of recommended job candidates
· Establishing new positions
· Maintaining existing positions as program changes occur
· Negotiating range revisions and/or special minimum rates to address labor market concerns
· Participating in statewide studies with OSP
· Conducting internal studies for presentation to OSP
· Performing special projects and surveys concerning a wide variety of classification, compensation and job qualification issues
· Determining FLSA status for positions
· Managing position history files and maintaining "benchmark" position comparisons
· Finding alternative solutions to classification problems (i.e., In-Range Adjustments, Special Minimum Rates, etc.)