Classification and Compensation
Classification and Compensation
The Classification and Compensation area is responsible for managing the University’s classification systems and salary administration in accordance with guidelines from the UNC System and the NC Office of State Human Resources (OSHR). The area works closely with the UNC System Office to help ensure the effective administration of classification and compensation plans and policies.
Position Classification
The Classification and Compensation area provides resources on the following:
- Establishing New Positions
- Position Classification and Reclassification
- Job Description Reviews
- Salary Market Analysis and Benchmarking
- Assistance with Position Management and Organizational Changes
- Assisting employees and supervisor on classification and compensation questions.
There are two categories which encompass the majority of positions:
- SHRA – Those employees subject to the N.C. State Human Resources Act (N.C.G.S. 126).
- EHRA – Those employees exempt from the N.C. State Human Resources Act. EHRA positions include both Faculty and Staff positions. EHRA Staff positions are classified under one of the following categories:
- Senior Academic and Administrative Officers (SAAO)
- Exempt Professional Staff (EPS)
- Faculty
Compensation
The Classification and Compensation area is committed to the University’s goal to recruit and retain highly qualified employees; reward employees based on their demonstrated knowledge, skills and abilities; and support the achievement of organizational goals.
Administering compensation means that salaries will be reviewed by the University on an ongoing basis. As funding permits, salary increases shall focus on maintaining market alignment, supporting internal equity, retaining key personnel, and a review of job responsibilities.
Wage and Hour
The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards. It is a federal law regulated by the .
Positions may be classified as FLSA nonexempt or FLSA exempt based on salary level, salary basis and job duties. The FLSA status of a position is determined by the Classification and Compensation area based on review of job responsibilities.