Career Bands, Career Levels, Functions and Disciplines, Lecture notes of Human Resource Management

Download Career Bands, Career Levels, Functions and Disciplines and more Lecture notes Human Resource Management in PDF only on Docsity! 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Career Bands, Career Levels, Functions and Disciplines General Overview This section provides job matching documentation used for this survey report. ● Career Band Summary Description for the M, P, T and U Career Bands The Global Grade(s) aligned with each level also are noted. Global Grade differentiators are shaded since North America survey participants only match to Career Levels. ● Function and Discipline Listing ● Function and Discipline Definitions NOTE: The job matching methodology presented here is for survey purposes only and is not a job evaluation process. Although this survey methodology is related to the Towers Watson Career Map and Global Grading methodologies, it may not align directly with specific client implementation of one of these leveling methodologies. Therefore it is critical to align your internal levels to the survey levels based on a careful review of the survey definitions to ensure proper job matching. Career Map and the Global Grading System, when formally implemented, enable the alignment of reward and talent management programs across businesses. When used as internal leveling tools, these methodologies take into account the specific organizational context of a job and the detailed set of associated accountabilities and demands. The outcomes of these processes are highly organization-specific, while survey job descriptions and levels are by their nature generic. Therefore, organizations that use Career Map or the Global Grading System as their internal leveling tool are still required to match their jobs to this survey using the job matching process outlined in this Participant Guide. An organization's internal Global Grade or Career Level may act as a starting point, but as the Career Levels and Global Grades contained in these surveys represent a typical or generic organization, there may be differences between the internal value a specific organization places on a job and where the job should be mapped for purposes of external comparison. Towers Watson Data Services 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Career Bands, Career Levels, Functions and Disciplines Career Band Summary Descriptions Summary descriptions of the Career Bands contained in this Survey Report follow. Supervisory/Management Career Band (M) ● Accountable for managing people, setting direction and deploying resources; typically is responsible for performance evaluation, pay reviews and hire/fire decisions ● Results are primarily achieved through the work of others and typically depend on the manager's ability to influence and negotiate with parts of the organization where formal authority is not held ● Progression within Career Band reflects acquisition of broad technical expertise, business and industry knowledge, and process and people leadership capabilities ● Accountable for business, functional or operational areas, processes or programs Professional Career Band (P) ● Work is primarily achieved by an individual or through project teams ● Requires the application of expertise in professional area(s) to achieve results ● Progression within the Career Band reflects increasing depth of professional knowledge, project management and ability to influence others ● Majority of time is spent on: ● Performing routine professional-based activities (early in career) ● Contributing to and managing projects (mid-career) ● Providing advice/direction in primary areas of expertise (seasoned and expert) ● Leveraging professional expertise and relationships to contribute to strategy and drive business results (thought leader) ● Entry-level jobs within the Professional Career Band typically require a university degree or equivalent work experience that provides knowledge of and exposure to fundamental theories, principles and concepts Technical Support Career Band (T) ● Performs specialized technical tasks required to support operations (e.g., IT development, research support, skilled trade) ● Requires vocational training or the equivalent experience, but typically does not require a university degree Business Support Career Band (U) ● Performs clerical/administrative or specialized support tasks in an office or field setting ● May require vocational training or the equivalent experience, but does not require a university degree Towers Watson Data Services 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Career Bands, Career Levels, Functions and Disciplines Career Level General Profiles (continued) Supervisory/Management Career Band (M) (continued) M1 Supervisor (aligns with Global Grades 10 and 11) ● Coordinates and supervises the daily activities of business or technical support or production team ● Sets priorities for the team to ensure task completion; coordinates work activities with other supervisors ● Decisions are guided by policies, procedures and business plan; receives guidance and oversight from manager ● Typically does not spend more than 20% of time performing the work supervised Global Grade 11 Differentiators ● Accountable for the results of a large and/or moderately complex support or production operations team including subordinate work leaders ● Applies acquired expertise to analyze and solve problems without clear precedent ● Provides input on resource planning and policy development ● Coaches team members on performance, completes employee performance evaluations and recommends pay actions Global Grade 10 Differentiators ● Accountable for the results of medium-sized routine support or production operations teams ● Solves problems based on practice and precedent ● Trains team members and provides input to employee performance evaluations Towers Watson Data Services 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Career Bands, Career Levels, Functions and Disciplines Career Level General Profiles (continued) Professional Career Band (P) P6 Renowned Expert (aligns with Global Grades 16 and 17) ● Is recognized as an external thought leader within strategic function or discipline ● Influences the strategy to address internal or external business and regulatory issues ● Proactively identifies, defines, and solves the most complex problems that impact the management and direction of the business ● Significantly influences functional strategy; may participate in the development of the product or division strategy ● Leads multidisciplinary projects or initiatives ● Progression to this level is typically restricted on the basis of individual capabilities and business requirements Global Grade 17 Differentiators ● Only applies to large international or global businesses ● Contributes as top thought leader worldwide, whose achievements include major innovations that change and advance the industry and/or profession ● Leads the largest projects/initiatives that have a significant impact upon a complex, global business Global Grade 16 Differentiators ● Typically found in Global Grade 18 or higher organizations ● Contributes thought leadership and innovation that influences change and advancement of the industry and/or profession ● Leads large projects/initiatives that impact the business on a domestic or international scale P5 Master (aligns with Global Grade 15) ● Is recognized as an expert within the organization, both within and beyond own function ● Anticipates internal and/or external business challenges and/or regulatory issues; recommends process, product or service improvements ● Solves unique and complex problems that have a broad impact on the business ● Contributes to the development of functional strategy ● Leads project teams to achieve milestones and objectives ● Progression to this level is typically restricted on the basis of business requirements ● Operates with no supervision in a complex environment Towers Watson Data Services 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Career Bands, Career Levels, Functions and Disciplines Career Level General Profiles (continued) Professional Career Band (P) (continued) P4 Specialist (aligns with Global Grades 13 and 14) ● Is recognized as an expert in own area within the organization ● Requires specialized depth and/or breadth of expertise ● Interprets internal or external business issues and recommends solutions/best practices ● Solves complex problems; takes a broad perspective to identify solutions ● Works independently, with guidance in only the most complex situations ● Progression to this level is typically restricted on the basis of business requirement Global Grade 14 Differentiators ● Identifies applications of functional knowledge and existing methodologies to complex problems ● Serves as an expert within own function ● Leads functional teams or projects and serves as a best practice/quality resource Global Grade 13 Differentiators ● Guides others in resolving complex issues in specialized area based on existing solutions and procedures ● Serves as an expert within own discipline ● Serves as a resource for best practices/quality on functional teams or projects ● Trains/mentors junior staff P3 Career (aligns with Global Grades 11 and 12) ● Requires in-depth knowledge and experience ● Solves complex problems; takes a new perspective using existing solutions ● Works independently; receives minimal guidance ● Acts as a resource for colleagues with less experience ● Represents the level at which career may stabilize for many years or even until retirement Global Grade 12 Differentiators ● Uses best practices and knowledge of internal or external business issues to improve products/services or processes ● Typically resolves complex problems or problems where precedent may not exist ● Often leads the work of project teams; may formally train junior staff ● Works independently Global Grade 11 Differentiators ● Contributes to process improvements ● Typically resolves problems using existing solutions ● Provides informal guidance to junior staff ● Works with minimal guidance P2 Intermediate (aligns with Global Grade 10) ● Requires knowledge and experience in own discipline; still acquiring higher level knowledge and skills ● Builds knowledge of the organization, processes and customers ● Solves a range of straightforward problems ● Analyzes possible solutions using standard procedures ● Receives a moderate level of guidance and direction Towers Watson Data Services 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Career Bands, Career Levels, Functions and Disciplines Career Level General Profiles (continued) Business Support Career Band (U) U4 Lead (aligns with Global Grades 8 and 9) ● Has developed expertise in a variety of work processes or activities typically developed through a combination of job-related training and considerable on- the-job experience ● Typically acts as a lead, coordinating the work of others, but not a supervisor ● Works autonomously within established procedures and practices ● Anticipates patterns and links; looks beyond the immediate problem to the wider implications ● Generates new and innovative solutions to complex problems Global Grade 9 Differentiators ● Leads one or more teams in the performance of a variety of tasks that are often complex ● Spends a majority of working time performing the same work processes and activities as employees on team ● Analyzes complex problems and delivers solutions where precedent may not exist Global Grade 8 Differentiators ● Leads a team in the performance of a variety of tasks that are often routine ● Spends most of working time performing the same work activities as employees on team ● Solves problems of a recurring nature U3 Senior (aligns with Global Grade 7) ● Has developed specialized skills or is multi-skilled through job-related training and considerable on-the-job experience ● Completes work with a limited degree of supervision ● Likely to act as an informal resource for colleagues with less experience ● Identifies key issues and patterns from partial/conflicting data ● Takes a broad perspective to problems and spots new, less obvious solutions U2 Intermediate (aligns with Global Grade 6) ● Has developed knowledge and skills through formal training or considerable work experience ● Entry level often for those with work experience in the skill area ● Works within established procedures with a moderate degree of supervision ● Identifies the problem and all relevant issues in straightforward situations, assesses each using standard procedures and makes sound decisions U1 Entry (aligns with Global Grades 4 and 5) ● Entry level job with little or no prior relevant work experience ● Acquires basic skills to perform routine tasks ● Work is prescribed and completed with little autonomy ● Works with either close supervision or under clearly defined procedures Global Grade 5 Differentiators ● Has limited prior relevant training or work experience ● Has limited discretion to vary from established procedures Global Grade 4 Differentiators ● Has no prior relevant training or work experience ● Has no discretion to vary from established procedures Towers Watson Data Services 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Career Bands, Career Levels, Functions and Disciplines Functions and Disciplines Listing AHR Human Resources AHR001-EX Top Human Resources Executive (with Labor Relations) AHR002-EX Top Human Resources Executive (without Labor Relations) AHR010-EX Top Compensation and Benefits Executive AHR020-EX Top Compensation Executive AHR060-EX Top Benefits Executive AHR090-EX Top Employee/Labor Relations Executive AHR116-EX Top EEO Executive AHR125-EX Top Talent Management Executive AHR130-EX Top Training and Development Executive AHR140-EX Top Employment/Recruitment Executive AHR150-EX Top Human Resources Information Systems (HRIS) Executive AHR000 HR Generalist/Consultant Generalist/Multidiscipline AHR010 Compensation and Benefits Generalist/Multidiscipline AHR020 Compensation Generalist/Multidiscipline AHR030 Compensation - Executive Compensation AHR060 Benefits AHR095 Employee Relations AHR100 Labor Relations AHR116 Equal Employment Opportunity (EEO) AHR120 Organization Development AHR130 Employee Development/Training Generalist/Multidiscipline AHR140 Recruitment Generalist/Multidiscipline AHR142 Recruitment - Management AHR144 Recruitment - Professional/Technical AHR148 Recruitment - Support/Hourly AHR150 Human Resources Information Systems (HRIS) AHR999 Human Resources - No Applicable Discipline AHS Environmental Health and Safety AHS000-EX Top Environmental Health and Safety Executive AHS050-EX Top Safety Executive AHS000 Environmental Health and Safety Generalist/Multidiscipline AHS010 Environmental Science AHS030 Health and Safety AHS040 Industrial Hygiene AHS050 Safety AHS070 Workers Compensation Case Management AHS090 Medical Services - Nursing AHS999 Environmental Health and Safety - No Applicable Discipline Towers Watson Data Services 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Career Bands, Career Levels, Functions and Disciplines Functions and Disciplines Definitions Function Code Human Resources AHR Designs, implements and monitors human resource programs and policies, including recruitment, learning and development, performance management, compensation, benefits, equal opportunity and diversity, etc. Anticipates and plans for long-term human resource needs and trends. Applicable Career Bands M (Supervisory/Management) P (Professional) U (Business Support) Discipline AHR001-EX Top Human Resources Executive (with Labor Relations) ● Has primary responsibility for designing, developing and implementing all human resource policies including labor relations ● For noncorporate positions, this position is typically responsible for the execution and administration of policies within a segment of the organization ● In highly decentralized organizations, responsibilities could also include policy design at the segment level ● If the position is not responsible for labor relations, or if labor relations are not applicable for the organization, match to Top Human Resources Executive (without Labor Relations) AHR002-EX Top Human Resources Executive (without Labor Relations) ● Has primary responsibility for designing, developing and implementing all human resource policies and programs ● For noncorporate positions, this position is typically responsible for the execution and administration of policies within a segment of the organization ● In highly decentralized organizations, responsibilities could also include policy design at the segment level AHR010-EX Top Compensation and Benefits Executive ● Has primary responsibility for designing, developing and implementing the organization's benefit and compensation programs (executive compensation, salary, hourly, sales incentives, etc.) ● At the corporate level, this position has design/development emphasis; for noncorporate, the emphasis is on administration unless the organization is highly decentralized AHR020-EX Top Compensation Executive ● Has primary responsibility for designing, developing and implementing the organization's compensation programs (executive compensation, salary, hourly, sales incentives, etc.) AHR060-EX Top Benefits Executive ● Has primary responsibility for designing, developing and implementing the organization's employee benefit programs AHR090-EX Top Employee/Labor Relations Executive ● Has primary responsibility for establishing and maintaining satisfactory employee and labor-management relations ● Responsibilities include labor contract negotiations and establishment and coordination of management's policies regarding labor/union affairs AHR116-EX Top EEO Executive ● Has primary responsibility for designing, developing, implementing, and monitoring effective affirmative action programs within the organization in compliance with government legislation and corporate goals AHR125-EX Top Talent Management Executive ● Has primary responsibility for the organization's workforce planning ● Defines the organization's talent needs based upon current and future business objectives ● Assesses talent supply (internally and externally), defines critical gaps, and develops integrated talent strategies to close the gaps ● May be responsible for performance management, employee development and succession planning Towers Watson Data Services 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Career Bands, Career Levels, Functions and Disciplines Functions and Disciplines Definitions (continued) Function Code Environmental Health and Safety AHS Designs, develops, implements and oversees the organization's environmental health and safety programs and procedures to safeguard employees and surrounding communities and to ensure that all facilities are in compliance with regulations. Applicable Career Bands M (Supervisory/Management) P (Professional) T (Technical Support) Discipline AHS000-EX Top Environmental Health and Safety Executive ● Has primary responsibility for designing, developing and implementing programs and policies that provide and maintain healthful and safe working conditions in compliance with environmental health and safety guidelines/regulations and other legal enactments and standards established by senior management ● Develops and implements programs in order to abate, control or eliminate environmental health and safety risks AHS050-EX Top Safety Executive ● Has primary responsibility for establishing programs and policies that provide and maintain safe working conditions on the organization's premises in compliance with applicable guidelines/regulations (e.g., Occupational Safety and Health Association [OSHA] in the United States) and other legal enactments as well as standards established by senior management AHS000 Environmental Health and Safety Generalist/Multidiscipline ● Designs, develops, implements and oversees the organization's environmental, health and safety programs and procedures to safeguard employees and surrounding communities and to ensure that all facilities are in compliance with regulations ● Responsibilities are within the Environmental Health and Safety Function as a generalist or in a combination of Disciplines AHS010 Environmental Science ● Develops and implements programs to ensure that environment regulatory obligations are fulfilled in a cost- effective manner, and that environmental risks are effectively managed ● Analyzes and maintains detailed records of pollutant concentrations in air, water, plant and soil samples ● Assists field locations in pollution prevention and waste minimization programs through periodic monitoring and technical guidance ● Conducts research on the degradation of pollutants in the environment, including streams, sediments and groundwater ● Maintains detailed records and prepares related reports and studies for submission to regulatory agencies AHS030 Health and Safety ● Conducts studies and investigations to ensure compliance with government safety and health laws, standards and regulations, and industrial hygiene ● Investigates accidents and promotes safety-conscious work performance and training programs ● Provides safety performance measures ● Determines root cause analyses AHS040 Industrial Hygiene ● Inspects facilities and premises and prescribes corrective measures to reduce the risks of disease and other job-related ailments ● Investigates and prepares reports on job-related injuries and fatalities, and determines measures to avoid any recurrence ● Audits facilities to ensure compliance with environmental regulations and promotes maintenance of a clean and sanitary working environment ● Conducts employee training in environmental compliance and the handling of hazardous materials ● Provides direction on how to contain spills and clean spill sites to avoid civil or criminal penalties Towers Watson Data Services 2014 CSR General Industry Human Resources Compensation Survey Report - U.S. Career Bands, Career Levels, Functions and Disciplines Functions and Disciplines Definitions (continued) Function Code Environmental Health and Safety (continued) AHS Discipline AHS050 Safety ● Conducts safety audits of buildings, facilities, tools and equipment ● Determines safety training requirements and provides employees with safety training applicable to their work processes ● Investigates accidents to determine the root cause, circumstances, and contributing factors ● Develops recommendations and follow-up to prevent accident recurrence ● Maintains comprehensive knowledge of government safety regulations AHS070 Workers Compensation Case Management ● Directs and coordinates appropriate, timely and cost-effective delivery of health care related to disability, urgent and emergency care, work limitations, transitional return to work plans, accommodations and part- time work for workers compensation and nonworkers compensation illness and injury ● Determines service needs, selects and evaluates the services of appropriate network providers, and makes recommendations for retention or removal from the network ● Identifies and coordinates the process of cases requiring physician-level review and implements recommendations ● Identifies cases involving high-frequency and high-risk injuries/illnesses and performs ongoing evaluation and treatment plans ● Determines essential job functions and identifies and implements necessary limitations, accommodations and part-time work for high-frequency/high-risk cases to reduce the length of disability AHS090 Medical Services - Nursing ● Provides professional nursing care for the comfort and well-being of employees, and assists physicians during examinations and treatments ● Administers prescribed medications and changes dressings ● Prepares and maintains patient clinical records ● Develops preventive health care programs ● May maintain established inventory levels for medicines, supplies and equipment AHS999 Environmental Health and Safety - No Applicable Discipline ● Responsibilities are within the Environmental Health and Safety Function but are not described in other Discipline summaries Towers Watson Data Services