Classification and Compensation Resources

The information below is provided for campus HR professionals as they work with their staff and faculty.

Newest Updates

EHRA Information Technology Implementation

The 2017 Appropriations Act provided an exemption from the NC Human Resources Act for information technology professionals. UNC institutions have the discretion to begin implementation either in FY18-19 or in FY19-20. **Note: The standard EHRA IT salary ranges are provided here. UNC constituent institutions that have appropriate delegated authority may choose to develop their own ranges, under review and approval by UNC System Human Resources. You may contact your institution’s HR office for further information.

EHRA IRPS/IRIT Terminology Change

An update for the acronym that has been used to describe EHRA non-faculty employees who do not fall in the Senior Academic and Administrative Officer categories. All references to “Instructional, Research, and Public Service” (IRPS) EHRA non-faculty should be replaced by “Instructional, Research, and Information Technology (IRIT) professionals.

Updates to JCAT/CUPA/SOC Matrix

We have made a significant update to our JCAT matrix, including modifications or additions to our JCAT system, the national CUPA codes, and/or our fixed crosswalk between JCATs and national SOC codes. It includes a thorough review of updates prior to FY18, as well as updates that occurred in FY18 and FY19.

In recent circulated drafts, the FY19 values produced by CUPA had not been available. They have been included in this update. Please be aware that there are significant changes in the FY19 version, which mainly affect the predetermined crosswalk between JCAT and SOC code. The changes from pre-FY18, FY18, and FY19 are all color-coded.

We will be implementing these changes in HR Data Mart immediately, to assist with PDF and IPEDS reporting efforts. Please provide feedback directly to Keith Dupuis over the coming weeks. We anticipate a post-release update in the near future, once we have a substantive list of tweaks. If any change affects the PDF or IPEDS process, though, we’ll likely perform an immediate smaller update, and notify you accordingly.

Position and Salary Action Guidance

BOG Consultations and Approvals

Additional Classification and Salary Action Resources

Salary Ranges

Classification and Compensation Policies


SHRA Career Banding Policies

SHRA Wage-Hour and Special Pay Policies

See Also: SHRA Policy Page


Management Flexibility for EHRA Personnel Actions

EHRA SAAO Policies

Instructional, Research, and Information Technology Professionals

Supplemental Salary and Deferred Compensation

See Also: EHRA Policy Page


2018 Annual Raise Process and Special Bonus Leave

The UNC Board of Governors approved guidelines for implementing the 2018 annual raise process (ARP) for SHRA and EHRA employees. UNC System Human Resources sent the following guidance to the institutional HR offices.

2018 State Minimum Salary

The North Carolina 2018 Appropriations Act included a provision that the minimum salary for state (permanent) employees is $31,200 ($15 per hour) effective July 1, 2018.

  • Because constituent institutions may not have their HRIS systems yet programmed to post positions at this new minimum threshold, in the interim all “budgeted posting minimums” must reflect a salary no less than $31,200.
  • All “active vacancies” that are currently posted (or that have closed) and are not filled, including those for which interviewing has not begun, should be reposted with the new appropriate minimum of $31,200. In the event you are currently interviewing or have a selected candidate in which the offer fell below the $31,200, you must offer a salary no less than $31,200 for a full-time permanent employee or the relevant equivalency for a part-time employee.
  • This new minimum rate does NOT apply to temporary employees, but if a constituent institution chooses to move their minimum hourly rate to $15 an hour, then it must be applied consistently across the constituent institution.
  • We recognize that this may create some short-term inequities with similarly situated employees who may have been hired at a lower rate. We will follow up with instructions regarding moving your current employees to this new rate once our Board of Governors has determined the application of the annual increases for University employees.
  • The UNC System Human Resources office will increase all bands to reflect a minimum of no less than $31,200. For constituent institutions with management flexibility, it is expected the relevant human resources office will take similar action on campus-established EHRA salary ranges.
  • Due to funding source requirements in the Act, the ARP process must be completed before implementing salary increases to get employees to the new minimum. The minimum salary increases will be retroactive to July 1, 2018.

2017 LSI and Bonus Leave

2016-17 EHRA Salary Instructions

2015-16 EHRA Salary Instructions

2014-15 EHRA Salary Instructions

2013-14 EHRA Salary Instructions

2012-13 EHRA Salary Instructions

2011-12 EHRA Salary Instructions

2010-11 EHRA Salary Instructions

2009-10 EHRA Salary Instructions

2008-09 EHRA Salary Instructions

2007-08 EHRA Salary Instructions

2006-07 EHRA Salary Instructions