Human Resources

UNClogoCompensation Policies

All employees are encouraged to learn about the State and University policies, practices and associated administrative procedures that may relate to any questions or concerns they have about their employment. If any questions arise, please contact your C&C Consultant. 

  • SHRA Compensation Policies

    SHRA positions are Subject to the North Carolina Human Resources Act. SHRA positions are classified into career-banded classifications based on competencies required for the position and demonstrated by the employee. Career-banded classifications and their associated salary ranges are determined by the Office of State Human Resources (OSHR). SHRA positions can be exempt or non-exempt from overtime based on FLSA guidelines.

    Office of State Human Resources (OSHR) Information 

    Career Banding Salary Administration Policy

    Career Banding Ranges & Rates

    SHRA UNC System Office & BOG Salary Increase Thresholds

    UNCSO/BOG Salary Increase Request Submission Schedule

    • EHRA Compensation Policies

      EHRA employees are Exempt from the North Carolina Human Resources Act. EHRA positions are classified into one of three categories established by the UNC Board of Governors.

      EHRA Non-Faculty Compensation for Instructional, Research and Information Technology (IRIT) and Senior Academic and Administrative Officer (SAAO) Tier II positions is designed to provide competitive salaries in order to attract and retain the very best talent and expertise as EHRA non-faculty employees. 

      EHRA Instructional, Research, Information Technology (IRIT) Categories

      EHRA Non Faculty UNC System Office and BOG Salary Increase Thresholds

      UNCSO/BOG Salary Increase Request Submission Schedule

      EHRA IT Conversion Information 

    • Salary Increases

      *All Non Essential HR Actions are currently suspended due to COVID - 19 unless approved by Chancellor. Please speak with your Divisional Business Officer (DBO) if you have any questions regarding the suspension*

      Salary adjustments may be considered for the below reasons:

      • Additional Job Duties: If there is a significant increase in the scope and/or complexity of the position. This could result in the a reclassification or pay increase. Increases are not permitted for increased work load. 
      • Competitve Event (Promotion): If an employee applies for an open position on campus and is the selected candidate. Please note this is a Talent Aquistion (TA) function.
      • Equity Increase: If a position or employee is paid lower than other similar positions in the same classification/competency with no justification.
      • FTE Change (Hours worked per week): An increase in hours worked per week (ex. part time to full time) will result in a salary increase.
      • Interim Adjustment: If an employee is performing additional responsibilites of another position, such as a position that has recently become vacant. This is only a temporary increase. (Please note there is no retroactivity for SHRA interim increases)
      • Market Increase:  If a position or employee's salary is less than the postion's assigned market rate. Please note that department funding most be available. 
      • Reclassification/Competency Level Change: If position has evolved or advanced and is performing at a higher competency level. Employee must be peforming at higher level for at least several months. Positions can be reclassified into another competency level within current career band or reclassified into a different career band.
      • Retention: If an employee has a documented offer for a comparable position, a salary increase may be considered to retain the employee. However, this is not always the case.

       

       Please click here to access the Class & Comp Action Catalogue that defines these above actions in more detail.