• The University is strongly committed to meeting its workforce needs through systematic recruitment, selection, and career support programs that identify, attract, and select from the "most qualified" applicants for University employment, as well as, encourage diverse representation at all levels of its workforce. For more information on guidance when seeking to initiate the recruitment and selection processes for "permanent" and/or "time-limited" classified staff employees to fill vacant positions (both full and part-time) designated as "Subject to the State Human Resources Act" (SHRA), contact the Talent Solutions Office in the Division of Human Resources.
  • For more information: Talent Solutions

  • To perform their prescribed functions, University departments and offices establish permanent (or time-limited permanent) positions, which typically are funded from State allocations, grants, and contracts, or a combination of such sources. Once funding is secured, a job description is developed outlining the general duties and responsibilities of the position. Based on the job description and any other pertinent information, the position is classified using the University system’s classification system of Career Banding. For every career band, there is an established:
  1. Minimum education and experience requirement
  2. Set of standard functional competencies needed to do the job
  3. Salary range

  • Once the evaluation of candidates for an open position is completed, the selecting official informs the Human Resources Department and makes a salary recommendation for the selected candidate. If the recommended salary can be justified based on the candidate's education and experience which reflect demonstrated job-related competencies, salary equity with other similar University positions, current job market factors, and availability of funds, the recommended salary is approved. This becomes the base salary for the employee.

  • Salary adjustments may be received for the following reasons:
  1. A substantial change in the level of competency(ies) which would not result in a reclassification to a higher career band; or
  2. If permitted by State budget guidelines, a salary that is low relative to its respective market reference rate or the salary(ies) of other employees designated at the same career band and level.
  3. Consideration for market adjustments are usually due to prior funding constraints that have not allowed salaries to keep pace with the career progression and/or increased competencies of employees. Career progression adjustments based on market or equity may only be requested when the annual budget guidelines enacted by the N.C. State Legislature allow.

  • If it appears that the duties and responsibilities of a position have changed substantially, department and office heads are encouraged to consult with the Human Resources Department to determine if the current classification is still appropriate. If it is determined that the position should be reclassified to a higher career band and/or competency level, the department will have an opportunity to recommend a salary adjustment for the position incumbent. Such adjustments are governed by State guidelines, which include such factors as the staff member's competencies and qualifications, fund availability, and salary equity.
  • For more information: Classification and Compensation

  • If you are required to work on a designated holiday, you will receive premium pay equal to one-half of your regular straight-time hourly rate for the hours worked in addition to your regular salary. In addition, equal time off (up to eight hours) is granted at a time convenient to the department. This covers both FLSA non-exempt and exempt employees.
  • For more information see: Holiday Pay Policy

  • To reward long-term service, you are eligible to receive longevity pay once you have completed ten (10) or more years of service. During the anniversary month of your initial date of State employment, an additional annual payment based on a percentage of base salary is made according to the following schedule:

    Years of Service – Longevity Pay
  • 10 but less than 15 – 1.50 percent
  • 15 but less than 20 – 2.25 percent
  • 20 but less than 25 – 3.25 percent
  • 25 or more – 4.50 percent
  • Longevity pay is a form of bonus, which increases total income, but does not increase base salary.
  • For more information: Longevity

  • If you are employed in a position that is designated as “subject to” the overtime provisions of the Fair Labor Standards Act (FLSA subject), you must enter any overtime pay on your scheduled time sheet. It is the supervisor's responsibility to certify that the time record is both accurate and complete.
  • You are not to work more than forty hours (40) per week without receipt of prior approval from your supervisor. Should a FLSA-subject employee be required to work more than forty hours (40) in any given week, the University generally provides compensation for such hours on a compensatory-time basis. Compensatory time is earned at a rate of time and one half (1.5) for each hour worked more than forty (40) hours. Compensatory time off balances should be exhausted before use of any vacation or bonus leave and must be used within twelve (12) months of the date earned. Beyond that period, any unused compensatory time balance must be paid at the employee’s current hourly rate.
  • For more information: SHRA Exempt Compensatory Time and SHRA Non-Exempt Overtime and Compensatory Time

  • Shift premium pay is provided for evening or night-shift work if most of the hours you have are worked between 4:00 p.m. and 8:00 a.m. on a regular, recurring basis. Shift premium pay applies to positions designated as FLSA subject. The career band maximum does not apply in the occupational area(s) of Nursing, Physician Extender or in Data Processing. Shift premium pay applies only to actual hours worked - thus excluding vacation and sick leave, holidays, etc.
  • For more information: Shift Premium Pay