EHRA Compensation

EHRA Salary Adjustments

Effective July 1, 2017: any proposed salary adjustment where the employee’s current total proposed annual compensation is $100,000 or greater and the proposed salary adjustment is 5% or greater must be submitted to the UNC-System Office for review by the Chair of the Board of Governors and the Chair of the Committee on Personnel and Tenure on a bi-monthly basis. Salary adjustments and position actions should be submitted through the HR PeopleAdmin system. Classification and Compensation will then review your action and facilitate the process of submitting the actions for the appropriate levels of approval.

Adjustments to an EHRA employee’s salary may be requested based on one or more of the following reasons:

To correct situations in which salaries of employees (within a department performing the same type and level of work) differ when education, skill, related work experience, length of service, and performance levels are considered.

To reduce or avoid turnover due to the labor market. Market salary data may support adjustments to compensate and retain employees in mission critical roles that require unique/specialized skills for which recruitment is difficult.

To retain valued employees who have been invited to interview or received a formal offer of employment from an institution other than NC State University.

 

Salary Adjustment Approval Requirements

Units should submit all salary adjustment requests through the HR PeopleAdmin system. Classification and Compensation will then review your action and facilitate the process of submitting the actions for appropriate levels of approval.

EFFECTIVE JULY 1, 2017: any proposed salary adjustment where the employee’s current total proposed annual compensation is $100,000 or greater and the proposed salary adjustment is 5% or greater must be submitted to the UNC-System Office for review by the Chair of the Board of Governors and the Chair of the Committee on Personnel and Tenure on a bi-monthly basis. “Total proposed annual compensation” includes base salary and salary supplements, including those for interim/acting appointments. Task-based compensation including payments for course overloads or teaching summer school are excluded from the required reporting and consultation with the UNC-System Office. This applies to SHRA, EHRA faculty, and EHRA non-faculty positions, including County Extension (COSS) employees. Salary actions that fall under this provision will require thorough analysis and consultation prior to submission to the UNC-System Office.

PLEASE NOTE: These requirements are in addition to the following salary adjustment approval requirements listed on this page.

Up to and including 20% AND $15,000 cumulatively since the prior June 30th salary (including administrative and honorific supplements)

  • Classification and Compensation must review and approve the PeopleAdmin action. No off-campus approval is required.  Please note, the recommended salary adjustment must be in excess of both 20% AND $15,000 to require off-campus approval.  For example:  a 21% salary adjustment which equals $14,000 over the employee’s prior June 30th salary would not require off-campus approval.

    • EHRA permanent salary adjustments above 20% AND $15,000 cumulatively since the prior June 30th salary

    • Not related to an external competitive event:  Classification and Compensation must review the PeopleAdmin action, clarify supporting information with the initiating department, and prepare the salary adjustment request for the necessary approvals. For increases above 20% and $15,000 up to and including 25% and $25,000, Chancellor and UNC System Office President approval is required.  For EHRA permanent salary adjustments exceeding 25% and $25,000, the Chancellor, NC State Board of Trustees, and UNC Board of Governors Committee on Personnel and Tenure must approve (see below for dates of their regularly scheduled meetings). Such increase requests are due to HR by noon on Tuesdays for submission to the UNC-SO by noon on Tuesday of the following week.
    • Related to an external competitive event: Human Resources must review the PeopleAdmin action, clarify supporting information with the initiating department, and prepare the salary adjustment request for approval by the Chancellor.  Once the Chancellor’s approval is received, HR must submit the salary adjustment to the UNC-SO for the UNC System President or her designee’s weekly review. Such increase requests are due to HR by noon on Tuesdays for submission to the UNC-SO by noon on Tuesday of the following week.
    • Important  information:
      • An FTE increase or appointment length change with a commensurate salary adjustment does not require pre-authorization; however these guidelines do apply if the rate of pay increases beyond a straight salary conversion.
      • Temporary salary adjustments related to a temporary increase in job duties or responsibilities are not included when determining the pre-authorization threshold for permanent salary adjustments.
      • The effective date for EHRA salary adjustments submitted to the UNC-SO can be as early as the first of the month in which the adjustment was approved by the President or the BOG.

    Including interim/acting appointments and temporary additional duties

    • Temporary salary adjustments that do not exceed 25% and $25,000 over the employee’s prior June 30th salary OR that do not exceed 12 months in duration: Classification and Compensation must review and approve the PeopleAdmin action. No off-campus approval is required.
    • Temporary salary adjustments that exceed the on-campus approval threshold up to and including 30% AND that do not exceed 13 months in duration: Classification and Compensation must review the PeopleAdmin action, clarify supporting information with the initiating department, and prepare the salary adjustment request for the Chancellor’s approval. Once the Chancellor’s approval is received, HR must submit the salary adjustment to the UNC-SO for the UNC System President or her designee’s weekly review. Such increase requests are due to HR by noon on Tuesdays for submission to the UNC-SO by noon on Tuesday of the following week.
    • Temporary salary adjustments that exceed 30% OR 13 months in duration: Classification and Compensation must review the PeopleAdmin action, clarify supporting information with the initiating department, and prepare the salary adjustment request for the Chancellor’s approval. Once the Chancellor’s approval is received, HR must submit the salary adjustment to the UNC-SO for review by the UNC Board of Governors Committee on Personnel and Tenure at their regularly scheduled meetings (see above for dates). Such increase requests are due to HR by noon on Tuesdays for submission to the UNC-SO by noon on Tuesday of the following week.

    • Retention adjustments up to and including 20% AND $15,000 cumulatively over the employee’s prior June 30th salary:  Classification and Compensation must review and approve the PeopleAdmin action. No off-campus approval is required.
    • Retention adjustment based on a documented job offer or verifiable active employment negotiations with an outside entity above 20% AND $15,000 but not to exceed 30% of the employee’s prior June 30th salary:  Classification and Compensation must review the PeopleAdmin action, clarify supporting information with the initiating department, and prepare the salary adjustment request for the Chancellor’s approval. Once the Chancellor’s approval is received, HR must submit the salary adjustment to the UNC-SO for the UNC System President or her designee’s weekly review. Such increase requests are due to HR by noon on Tuesdays for submission to the UNC-SO by noon on Tuesday of the following week.  The BOG Committee on Personnel and Tenure must pre-authorize all other retention adjustments.
    • Retention adjustment based on a documented job offer or verifiable active employment negotiations with an outside entity greater than 30% over the employee’s prior June 30th salary:  Classification and Compensation must review the PeopleAdmin action, clarify supporting information with the initiating department, and prepare the salary adjustment request for the Chancellor’s approval. Once the Chancellor’s approval is received, HR must submit the salary adjustment to the UNC-SO for the BOG Committee on Personnel and Tenure at their regularly scheduled meetings (see above for dates). Such increase requests are due to HR by noon on Tuesdays for submission to the UNC-SO by noon on Tuesday of the following week.
    • Pre-emptive retention adjustments (no documented job offer or verifiable active employment negotiations) above 20% AND $15,000 cumulatively over the employee’s prior June 30th salary: Classification and Compensation must review the PeopleAdmin action, clarify supporting information with the initiating department, and prepare the salary adjustment request for approval by the Chancellor and BOT.   Once the Chancellor and BOT approvals are received, HR must submit the salary adjustment to the UNC-SO for review by the UNC Board of Governors Committee on Personnel and Tenure at their regularly scheduled meetings (see below for dates). Such increase requests are due to HR by noon on Tuesdays for submission to the UNC-SO by noon on Tuesday of the following week.

    Additional compensation is payment for effort that is clearly outside the scope of the employee’s job description or Statement of Faculty Responsibilities (SFR), performed outside of normal work effort, or that adds extra work effort in addition to effort spent on normal job duties.

    Each UNC campus must submit to the UNC-SO quarterly reports of all salary increases for EHRA and SHRA employees, regardless of the dollar amount or funding source. the UNC-SO then submits a system report to the Office of State Human Resources, Office of State Budget and Management, and the Fiscal Research Division. These actions continue to be scrutinized closely at every level.

    • Athletics Bonuses: Incentive payments provided to any Athletics employee for reasons including (but not limited to) reaching performance goals such as post-season playoffs or student academic achievement levels, must be approved in advance by the Board of Trustees. The Non-Salary Compensation Form must be completed, approved and submitted prior to payment. (The athletic director and head coaches with contracts are covered by UNC Policy 1100.3 for this type of compensation and therefore, exempt from this policy.)
    • Other Bonuses. Any other form of incentive-based compensation beyond base salary for achieving performance or productivity goals, is prohibited unless expressly authorized by the UNC Board of Governors. Units should submit all bonus requests through the HR PeopleAdmin system. Central HR will then facilitate the process of submitting the action for appropriate levels of approvals.

    Refer to HRIM Non-Salary and Deferred Compensation page for information.

    NC State University

    NC State Human Resources