EHRA Compensation

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.

Salary Actions – Approval Authority

Salary Adjustment Type

Chancellor’s Authority

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

NC State Human Resources

For more information, please see the specific headings below or contact the following: