Compensation
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. As funding permits, salary increases shall focus on maintaining market alignment, supporting internal equity, retaining key personnel, and a review of job responsibilities.
The Office of Human Resources has delegated authority for salary actions that fall within the Office for State Human Resources (OSHR) and UNC System Office (UNC-SO) guidelines. Salary increases in any amount for which Ä¢¹½´«Ã½ does not have delegated authority (or which results in an exemption from OSHR policy) must be approved by the UNC System Office. Specific information about the requirements can be located in the link below.
SHRA
SHRA market rates have been established based on comparable positions in the external labor market. These rates have been established at the state level by the UNC System Office with approval from the Office of State Human Resources (OSHR) and will be reviewed periodically to remain competitive with the external labor market.
Each proposed salary action requires thoughtful consideration of the following pay factors (FAIR):
- Financial Resources
- Appropriate Market Rate
- Internal Pay Alignment (Equity)
- Required Competencies
For additional information on SHRA compensation and pay factors contact the Office of Human Resources Classification and Compensation area.
Additional Resources
EHRA
The EHRA Compensation Program for SAAO (Senior Administrative and Academic Officers) and EPS (Exempt Professional Staff) features a structure that includes job families, job categories, and a series of salary rates. Salary ranges have been established by the UNC System Office based on comparable positions in the external labor market. Positions fall within specific ranges based on a UNC System classification/coding known as JCAT (job category) codes. Each JCAT is linked to an assigned pay grade.
For additional information regarding EHRA Salary Ranges please contact the Office of Human Resources Classification and Compensation area.
Faculty salary ranges are established by the UNC System Office based on rank, discipline, and size of institution. Faculty salary ranges are administered through the Office of the Provost in Academic Affairs.
Additional Resources
Sign On and Retention Bonus
Ä¢¹½´«Ã½ has programs to provide bonuses to recruit or retain employees in hard-to-fill occupations. Bonuses awarded under this policy are to aid the University in recruitment and retention efforts necessary to carry out mission-critical services and initiatives.
Note: You must have prior approval and complete the process as outlined in the policy linked below for any sign-on or retention bonus prior to any offer or commitment of such funding.
- To attract qualified candidates for specific job classes critical to the University’s mission that have labor market shortages and where it is common practice to be competitive in the market.
- To attract qualified candidates for a specific position that is critical to the mission of an institution in which the market is very competitive. Typically, the employee in the position will serve as the only individual in a role or will be one of two within an institution.
- To retain a group of employees during a period in which the institution is offering a sign-on bonus as a recruitment incentive for critical positions.
- To retain an employee when the institution has offered a sign-on bonus as a recruitment incentive to an individual in a similarly essentially critical position.
- To retain an employee that is critically essential to fulfill the institution’s mission when the loss of the employee would negatively affect University operations.
The policy outlines the eligibility requirements for bonuses for both SHRA and EHRA employee positions.
Divisions must submit all requests to pay any sign-on or retention bonus to SHRA and EHRA employees to the Office of Human Resources. Such requests must include the documented need and/or justification for the requested bonus outlined in the form(s) below.
- Note: Form coming soon!
Faculty retention requests follow a separate process. Consult with the Office of the Provost regarding this process.
Wage and Hour
The Fair Labor Standards Act (FLSA) is a federal law regulated by the United States Department of Labor, Wage and Hour division. FLSA establishes minimum wage, overtime pay, recordkeeping, and youth employment standards. The FLSA affects employees in the private sector and in Federal, State, and local governments.
Positions may be classified as FLSA nonexempt or FLSA exempt based on salary level, salary basis and job duties. FLSA is not based on title.
Non-exempt employees are covered by the overtime and recordkeeping provisions of the FLSA and are entitled to overtime pay if work exceeds 40 hours in one workweek. Overtime is calculated on the basis of time and one-half of the employee’s regular hourly rate (ex. if an employee works 41 hours they receive 1.5 hours of compensatory time).
FLSA non-exempt employees whose regular work schedule is forty hours per week may be eligible for overtime compensation in the form of compensatory time off at time and a half for all hours worked in excess of forty hours. In rare circumstances, some departments may pay overtime to FLSA Subject employees who are approved to work in excess of forty hours during the 168 consecutive hour period that constitutes the workweek.
Ä¢¹½´«Ã½ non-exempt employees complete a bi-weekly leave report.
Exempt employees are not covered by the overtime provisions of the FLSA and are paid an agreed-upon amount for the whole job, regardless of the amount of time or effort required to complete the work. Exempt employees receive a set monthly salary regardless of the number of hours worked. Exempt employees do not record hours of work.
Ä¢¹½´«Ã½ exempt employees complete a monthly leave report.
The Classification and Compensation area utilizes the exemption guidelines to ensure that positions that do not meet the exemption guidelines are categorized as nonexempt and eligible for overtime pay.
Additional information on leave reporting can be found at the link below.