Broadband Classification Plan | Administrative Services

Broadband Classification Plan

Highlights

Broadband Classification Plan

Pursuant to the Service First Initiative of 2001/2002 and Section 8, 3., E., of the 2002/2003 Conference Report on HB 27E, implementation of the new classification system will take place on July 1, 2002. The following is a brief overview for your information.

Broadband Resources

Broadbanding System:

Based on Federal Standard Occupational Classification System (SOC)
- Grouping and numbering system that describes occupations
- Applicable to public and private sectors
- Used for 2000 Census and by Federal Bureau of Labor Statistics
Broadband Hierarchy:
- 25 pay bands
- 22 job families
- 38 occupational groups
- 145 occupational group levels
- Each occupational group has up to six levels
- Level gradation based on factors such as:
  
  Knowledge, autonomy, complexity, decision-making, consequence of error, communication audiences, planning, management/supervisory responsibility

Other Characteristics of the Broadband Plan

No required minimum qualifications (except those required by law)
Unique position titles optional (assigned by agency)
Required KSA’s, qualifications and selection criteria determined by hiring authority on a position by position basis, not on an occupation basis
25 Pay bands with range of 125% for most occupations – 300% for higher level management occupations
Decreased need for reclassifications
Higher pay grade (band) minimums for some current classes (e.g. Park Rangers)
System includes SES, SMS and Career Service occupations

The Department of Management Services (DMS) has provided agencies with an overall crosswalk of all SMS, SES and Career Service classifications into the new system. We are anticipating receiving an agency-specific crosswalk in the near future. This agency-specific spreadsheet will enable you to more quickly identify where in the new system DEP’s classifications (occupations) have been assigned and to recommend any modifications you deem appropriate. DMS is finalizing occupational profiles describing specific occupations with examples of work and other occupational characteristics. These profiles are analogous to the previous system’s classification specifications. Once finalized, you will be able to compare the profiles against assignment of classifications your organizational unit utilizes and recommend any modifications to occupation and/or occupational level assignments for specific positions or classifications.

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While we await DMS finalization of these additional documents, you can learn more about the new system by reviewing the following documents.

DMS Overview of Broadbanding: DMS prepared this overview to compare features of the current job classification and pay system to the new Broadband Classification Plan.
View DMS Overview

DMS Report to the Legislature: DMS was directed to submit a report on the proposed design of this classification and pay program to the Executive Office of the Governor, the presiding officers of the Legislature, and the appropriate legislative fiscal and substantive standing committees on or before December 1, 2001.
Here is that report.

New Pay Bands List: The plan includes 25 pay bands; the bandwidth of each pay band applicable to the manager and executive occupational groups is 300 percent, and all other pay bands have bandwidths of 150 percent.
View list

Job Family List: As titled, this is a complete list of the Job Families, Occupational Groups, Occupations and Broadband levels.
View list

Crosswalk Spreadsheet: The spreadsheet shows the current classification titles and their proposed Broadband Job Family, Occupational Group, Occupation and Occupation level assignment. View Crosswalk spreadsheet

Why Broadbanding?

The Service First legislation contained the following goals that were to be addressed in reforming the state’s current classification and pay system:

The classification system must significantly reduce the need to reclassify positions due to work assignment and organizational changes by decreasing the number of classification changes required.
The classification system must establish broad-based classes allowing flexibility in organizational structure and must reduce the levels of supervisory classes.
The classification system and pay plan must emphasize pay administration and job-performance evaluation by management rather than use of the classification system to award salary increases.
The pay administration system must contain provisions to allow managers the flexibility to move employees through the pay ranges and provide for salary increase additives and lump-sum bonuses.

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For more information about the Federal Standard Occupational Classification System (SOC), upon which the state's Broadband Plan is based, visit the following web address: http://online.onetcenter.org.

The Bureau of Personnel Services will schedule information sessions soon after the new fiscal year to answer questions and explain how the new system will be administered. Until then, you may direct any question concerning the broadband classification plan to Betty Clark, Bureau of Personnel Services via email at Betty.J.Clark@dep.state.fl.us.