Career Band Salary Increases & Adjustments
Reclassification is the assignment of an SPA (Subject to the State Personnel Act) position to a different career band. The new or revised job description is reviewed by the Classification and Compensation department in Human Resources and compared to the previous duties and responsibilities, applicable Competency Profiles and Career Band Specifications, as well as established positions on campus. If needed, interviews with the supervisor and/or employee may be scheduled to gain a better understanding of organizational needs and the role of the position in helping to meet those needs. The Interview Preparation Guide provides an outline of what to expect during this process.
SPA (Subject to the State Personnel Act) Employees are covered under this policy.
- Reclassification to a Higher Career Band
- Reclassification to a Lower Career Band
- Effective Date
- Guiding Policies and Other Resources
A reclassification to a higher career band is the result of an assignment of the position/employee to a class with a higher journey market reference rate. Reclassifications to a higher career band are warranted based on relevant changes in a position that may be the result of organizational restructuring (e.g., the addition of a new program requiring additional support), redesign of the position, and/or additional competencies, knowledge, and skills gained by an employee that affect the classification level.
When a position is reclassified, the employee may receive a salary adjustment as a result of the increased competencies required to perform higher level duties. The competencies assigned to and demonstrated by the employee must be assessed against the competencies of the new banded class for all reclassification actions. The employee’s salary shall be increased at least to the minimum of the new pay range of the applicable career band. Salary increases above the minimum of the range may be awarded if supported by the application of the pay factors which includes consideration of the labor market pay rates, the employee's related training and experience, the applicable and demonstrated competencies, internal pay alignment, and current salary.
Reclassification to a lower career band is represented by the reclassification of a position to a career band that has a lower journey market reference rate. As with reclassifications to a higher career band, the reclassification of a position to a lower career band may occur as a result of changes in the organizational restructuring, redesign of the position (e.g., when a skilled incumbent vacates a position and the department wishes to recruit at a lower level), or when performance issues exist at the current classification level. When a position is assigned to a lower career band, the employee's salary may remain the same, if it is within the new career band’s salary range, or it may be reduced if the reclassification is the result of performance issues (e.g., If the duty change is due to the employee’s lack of demonstrated competencies or refusal to accept responsibility in completing job assignments). Employees are responsible for meeting University and departmental expectations regarding conduct and performance. However, if the primary basis for the request of the reclassification to a lower career band is the result of performance issues, consultation with the Employee Relations department is advised before proceeding. Any resulting salary reduction would be based on factors such as diminished job content, performance, and internal pay alignment within the work unit.
Salary adjustments may be given on the effective date of the related reclassification. If the desired amount of increase is not given on the effective date of the reclassification because of lack of funds, an additional increase (up to the full allowable amount), may be given at a later date on a current basis. A subsequent promotion, reclassification, demotion or reassignment will cancel a delayed increase.
Guiding Policies and Other Resources
Human Resources Guiding Policy Disclaimer
Additional NC State Resources
- Career Band Specifications - Office of State Human Resources Class Specifications provide general guidelines of the duties, knowledge and skills, and minimum requirements for SPA classifications
- Organizational Charts - Provides an explanation of what an organizational chart is, and the information that should be provided with this document