EPA Compensation

EPA Pay Ranges

Requires Unity ID and Password to access

EPA Salary Adjustments

Adjustments to an EPA employee's salary may be requested based on one or more of the following reasons.

Additional Compensation
Payments to employees through the University Payroll Office beyond the base salary are considered additional compensation. Additional compensation is payment for effort that is clearly outside the scope of the employee’s job description -- or faculty Statement of Mutual Expectations (SME) – that is performed outside of normal work effort or that adds extra work effort in addition to effort spent on normal job duties.

Equity
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.

Market/Retention
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.

Counteroffer
To retain valued employees who have received a formal offer of employment from an institution other than NC State University.

Who can approve a salary increase?

Units should submit all salary adjustment requests through the HR PeopleAdmin system. EPA Administration will then review your action; and if necessary, will facilitate the process of submitting the actions for appropriate levels of approval.

Below 10%

  • For the universities, any and all salary increases that are granted on an exception basis (even increases below 10%) require the preapproval of the Chancellor (or Chancellor’s designee) during FY 14-15.

10% or higher

  • EPA Non-Faculty increases that are competitive events or 10% or greater but under $10,000 will be reviewed on a weekly basis. Such increase requests are due to HR by noon on Fridays. HR must compile, review, clarify any questions; then the Chancellor must review and approve; and then HR must submit increases to UNC-GA by noon on Tuesdays. Barring holidays, UNC-GA will attempt to have a response by the following Friday.
  • EPA Faculty increases that are competitive events or 10% or greater but under $10,000 will be reviewed on a semimonthly basis. Such increase requests are due to HR by noon on the 1st and 3rd Fridays of each month. HR must compile, review, clarify any questions; then the Chancellor must review and approve; and then HR submit increases to UNC-GA by noon on the 2nd and 4th Tuesday of every month. Barring holidays, UNC-GA will attempt to have a response by the following Friday.

15% and $10,000 or higher

  • Salary adjustments for EPA employees that would have gone to the campus Board of Trustees (BOT) under pre-existing policies must still follow that same path through Chancellor to the BOT and then to the BOG – such as increases that result in a salary which is at least 15% and $10,000 above the prior June 30 salary (other than for job changes pursuant to a competitive search or commensurate FTE changes, for example). This includes EPA recruitments that were posted internally only, as well as hires made through a search waiver.
  • Board of Trustees and Board of Governors Deadlines for Submission

Reporting Requirements

Each UNC campus must continue to submit quarterly reports of all salary increases for EPA and SPA employees, including those funded from non-state-appropriated sources, to the “. . .President Pro Tempore of the Senate, the Speaker of the House of Representatives, and the Fiscal Research Division” of the State of NC, through UNC-General Administration. These actions continue to be scrutinized closely at every level.

Incentive Compensation

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.

Non-Salary Compensation (NSC)

Non-salary compensation includes all compensation of monetary value other than (a) base salary; (b) salary supplements for additional temporary, interim, or administrative responsibilities beyond base salary; (c) honor supplements that are part of formally-established programs at the departmental, college, university, or UNC level, such as stipends associated with named or endowed professorships; or (d) one-time award recognition programs established and administered at the college/division, university, or UNC level, such as the university’s annual Awards for Excellence and Service Recognition programs. Any other awards of non-salary compensation at the departmental or unit level requires advance Board of Trustees approval.

Non-salary compensation – both cash and non-cash – to an employee includes, but isn’t limited to, items such as cash awards, gift certificates, tickets to athletic or cultural events, payments for moving expenses, provision of a vehicle or vehicle allowance, club memberships, or other special benefits.

The university’s policy covering non-salary compensation (NSC) is POL 05.15.03 for Non-Salary and Deferred Compensation. Refer to Payroll’s site for additional information.

Guiding Principles, Policies, and Other Resources