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 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 Categories
• EHRA Non Faculty UNC System Office and BOG Salary Increase Thresholds
• SAAO Tier l Salary Ranges FY 22
• SAAO Tier ll Salary Ranges FY 22
• EHRA Non Faculty IT Salary Ranges

EHRA IT Conversion Information

• FAQ
• Classifications and Leveling
• Comparison Chart

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 a reclassification or pay increase. Increases are not permitted for increased workload.
• Competitive Event (Promotion): If an employee applies for an open position on campus and is the selected candidate. Please note this is a Talent Acquisition (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 responsibilities 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 position's assigned market rate. Please note that department funding must be available.
• Reclassification/Competency Level Change: If position has evolved or advanced and is performing at a higher competency level. Employee must be performing 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.

Access the Classification & Compensation Action Catalogue  to view the definition of these actions in more detail.