EHRA Compensation

EHRA Pay Ranges

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EHRA Salary Adjustments

Adjustments to an EHRA 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 (1) clearly outside the scope of the employee’s job description or faculty Statement of Mutual Expectations, (2) performed outside of normal work effort, or (3) 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/Pre-emptive 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/Retention
To retain valued employees who have been invited to interview or received a formal offer of employment from an institution other than NC State University.

Salary Adjustment Approval Requirements

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

EHRA permanent salary adjustments up to and including 15% AND $10,000 cumulatively since the prior June 30th salary (including administrative and honorific supplements):

  • EHRA Administration must review and approve the PeopleAdmin action. No off-campus approval is required. Please note, the recommended salary adjustment must be in excess of both 15% AND $10,000 to require off-campus approval. For example: a 17% salary adjustment which equals $9,000 over the employee’s prior June 30th salary would not require off-campus approval.

EHRA permanent salary adjustments above 15% AND $10,000 cumulatively since the prior June 30th salary:

  • Not related to an external competitive event: EHRA Administration must review the PeopleAdmin action, clarify supporting information with the initiating department, and prepare the salary adjustment request for approval by the Chancellor and the NC State Board of Trustees (BOT). Once the Chancellor and BOT approvals are received, HR must submit the salary adjustment to UNC General Administration (UNC-GA) for review by the UNC Board of Governors Committee on Personnel and Tenure at their regularly scheduled meetings (see below for dates). Such increase requests are due to HR by noon on Tuesdays for submission to UNC-GA by noon on Tuesday of the following week.
  • Related to an external competitive event: Human Resources must review the PeopleAdmin action, clarify supporting information with the initiating department, and prepare the salary adjustment request for approval by the Chancellor. Once the Chancellor’s approval is received, HR must submit the salary adjustment to UNC-GA for the UNC System President or her designee’s weekly review. Such increase requests are due to HR by noon on Tuesdays for submission to UNC-GA by noon on Tuesday of the following week.
  • Important information:
    • An FTE increase or appointment length change with a commensurate salary adjustment does not require pre-authorization; however these guidelines do apply if the rate of pay increases beyond a straight salary conversion.
    • Temporary salary adjustments related to a temporary increase in job duties or responsibilities are not included when determining the pre-authorization threshold for permanent salary adjustments.
    • The effective date for EHRA salary adjustments submitted to UNC-GA can be as early as the first of the month in which the adjustment was approved by the President or the BOG.
  • Board of Trustees and Board of Governors Deadlines for Submission

EHRA Temporary Salary Adjustments (including interim/acting appointments and temporary additional duties)

  • Temporary salary adjustments that do not exceed 25% over the employee’s prior June 30th salary OR that do not exceed 9 months in duration: EHRA Administration must review and approve the PeopleAdmin action. No off-campus approval is required.
  • Temporary salary adjustments that exceed the on-campus approval threshold up to and including 30% AND that do not exceed 13 months in duration: EHRA Administration must review the PeopleAdmin action, clarify supporting information with the initiating department, and prepare the salary adjustment request for the Chancellor’s approval. Once the Chancellor’s approval is received, HR must submit the salary adjustment to UNC-GA for the UNC System President or her designee’s weekly review. Such increase requests are due to HR by noon on Tuesdays for submission to UNC-GA by noon on Tuesday of the following week.
  • Temporary salary adjustments that exceed 30% OR 13 months in duration: EHRA Administration must review the PeopleAdmin action, clarify supporting information with the initiating department, and prepare the salary adjustment request for the Chancellor’s approval. Once the Chancellor’s approval is received, HR must submit the salary adjustment to UNC-GA for review by the UNC Board of Governors Committee on Personnel and Tenure at their regularly scheduled meetings (see above for dates). Such increase requests are due to HR by noon on Tuesdays for submission to UNC-GA by noon on Tuesday of the following week.

EHRA Critical Retention Adjustments

  • Retention adjustments up to and including 15% AND $10,000 cumulatively over the employee’s prior June 30th salary: EHRA Administration must review and approve the PeopleAdmin action. No off-campus approval is required.
  • Retention adjustment based on a documented job offer or verifiable active employment negotiations with an outside entity above 15% AND $10,000 but not to exceed 30% of the employee’s prior June 30th salary: EHRA Administration must review the PeopleAdmin action, clarify supporting information with the initiating department, and prepare the salary adjustment request for the Chancellor’s approval. Once the Chancellor’s approval is received, HR must submit the salary adjustment to UNC-GA for the UNC System President or her designee’s weekly review. Such increase requests are due to HR by noon on Tuesdays for submission to UNC-GA by noon on Tuesday of the following week. The BOG Committee on Personnel and Tenure must pre-authorize all other retention adjustments.
  • Retention adjustment based on a documented job offer or verifiable active employment negotiations with an outside entity above 30% and $10,000 of the employee’s prior June 30th salary: EHRA Administration must review the PeopleAdmin action, clarify supporting information with the initiating department, and prepare the salary adjustment request for the Chancellor’s approval. Once the Chancellor’s approval is received, HR must submit the salary adjustment to UNC-GA for the BOG Committee on Personnel and Tenure at their regularly scheduled meetings (see above for dates). Such increase requests are due to HR by noon on Tuesdays for submission to UNC-GA by noon on Tuesday of the following week.
  • Pre-emptive retention adjustments (no documented job offer or verifiable active employment negotiations) above 15% AND $10,000 cumulatively over the employee’s prior June 30th salary: EHRA Administration must review the PeopleAdmin action, clarify supporting information with the initiating department, and prepare the salary adjustment request for approval by the Chancellor and BOT. Once the Chancellor and BOT approvals are received, HR must submit the salary adjustment to UNC-GA for review by the UNC Board of Governors Committee on Personnel and Tenure at their regularly scheduled meetings (see below for dates). Such increase requests are due to HR by noon on Tuesdays for submission to UNC-GA by noon on Tuesday of the following week.

Reporting Requirements

Each UNC campus must submit to UNC-GA quarterly reports of all salary increases for EHRA and SHRA employees, regardless of the dollar amount or funding source. UNC-GA then submits a system report to the Office of State Human Resources, Office of State Budget and Management, and the Fiscal Research Division. 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) honorific 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