Page 51 - Personnel Policy and Procedures Manual

CHAPTER IV

CAREER LADDERS, LATTICES, AND JOB TITLING POLICY

Introduction

Career ladders and lattices consist of related jobs that comprise a career. They often include a representation
of job progression in a career as well as detailed description of the jobs and the experiences that facilitate
movement between jobs. Career ladders display only vertical movement between jobs. The Classification
& Compensation Administration and Management unit shall utilize the approved U.S. Department of
Labor’s Competency Model “Clearinghouse” tool as a guide for the development of Career Ladders for the
entire organization. The tool is designed to be used in conjunction with the Building Blocks for Competency
Models. When utilized, it will help Augusta, Georgia employees visualize and learn about the job options
that are available as they progress through a career.

Career ladders and lattices shall be in line with our job titling system or policy. For example - a new job
titling system shall group non-represented jobs into related and logical progressions. Jobs shall be organized
by field, which is a broad occupational grouping. (Information Technology for example, would be a job
field). Within each field is a group of job families, which are more specific, such as the Database
Administration family. Within each family are categories of jobs, which describe the nature of work
performed, such as Professional or Supervisory & Managerial.

Lastly, within each category there are different levels of jobs. For example, for professionals within the
Database Administration family, there is a Database Administrator I, II, III, IV and V. Not all families have
every category or level – only those that are required to represent current jobs.

Also, the intent is that all employees who perform the same type of work at the same level of expertise will
be assigned the same organization-wide job code, pay grade, FLSA classification, job description (with
same educational requirements, work-related experience requirements including, but not limited to, formal
training, on the job training, years of experience, licensure requirements, and skills to develop or tasks to
perform that will prepare an individual for a new position.

Augusta, Georgia’s Career Ladder is a planned progression to a new job and provides another way for
employees to advance in their Augusta, Georgia careers. Since the employee and the manager negotiate the
advancement to the next higher level position, there does not have to be a position vacancy. Career Ladder
progression is a two-fold process. The department must need the higher level position, and the employee
must be both interested in the higher level job as well as demonstrate the potential to attain the skills needed
to perform it successfully.

Section 400.001 - Who is Eligible?

You are eligible if you are a regular full or part-time employee who is not on probation. The overall rating
on your most recent performance review must reflect overall performance that "Meets Expectations" or
better. During a Career Ladder, you must maintain your performance at this level. If your job is classified
as a manager or higher, you are not eligible for a Career Ladder. All other job titles, however, are eligible
for either a pre-approved or individual Career Ladder.

All Rights Reserved – As approved by the Commission on 05-07-2019 51 | P a g e