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.
Salary Actions – Approval Authority
Salary Adjustment Type
UNC System HR Office Authority
UNC BOG Authority
(prior approval by NC State BOT)
|Important note: The Classification and Compensation unit will review the PeopleAdmin action, clarify supporting information with the initiating department, and if supported, prepare the salary adjustment request for the necessary approvals. Calculations to determine the approval authority are based on the cumulative salary increase to the employee’s salary on June 30 of the last fiscal year.|
|EHRA Externally Posted Event||Not to exceed 20% and $15,000||Everything above 20% and $15,000||N/A|
|EHRA Internally Posted Event or Waiver of Recruitment||Not to exceed 20% and $15,000||Not to exceed 25% and $25,000||Above 25% and $25,000|
|EHRA Retention (offer in hand or in active negotiations)||Not to exceed 20% and $15,000||Not to exceed 30% and $25,000||Above 30% and $25,000|
|EHRA Additional Duty Payment or Secondary Appointment||Not to exceed 20% and $15,000||Not to exceed 25% and $25,000||Above 25% and $25,000|
|EHRA Temporary/Interim Appointment||Not to exceed 25% and $25,000 up to 12 months||Not to exceed 30%, $25,000, and 13 months||Above 30%, $25,000, and 13 months|
|EHRA Market or Equity Adjustments||Not to exceed 20% and $15,000||Not to exceed 25% and $25,000||Above 25% and $25,000|
|SHRA Salary Actions||Not to exceed 20%||Everything above 20% or temporary salary increases lasting longer than 12 months||N/A|
Guiding Policies and Other Resources
NC State University
- REG 01.20.01 Delegations of Authority to Appoint and to Determine Compensation for Employees Exempt from the State Human Resources Act (EHRA)
- POL 05.15.03 Non-Salary and Deferred Compensation
- REG 05.58.01 Additional Compensation Paid through the University
NC State Human Resources
- Personnel Action Requiring Approval of the Board of Governors and/or the Board of Trustees (PA 100) (Word)
- Non-Salary Compensation Form (pdf)
- Salary Supplement Chart (pdf)
For more information, please see the specific headings below or contact the following:
- For general questions: Your unit/college HR representative or University Human Resources
- For salary and/or position action questions: Your classification and compensation consultant