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 received a formal offer of employment from or are in active negotiations with an institution other than NC State University.

Additional compensation is payment for task-based 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 spend on normal job duties.

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.