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08.340 Career-Banding Salary Administration Policy (SHRA Employees)

It is the policy of the University of North Carolina at Wilmington ("UNCW") to compensate employees at a level sufficient to encourage excellent performance that contributes to UNCW’s mission and strategic goals, and to maintain the labor market competitiveness necessary to recruit, retain, and develop a competent work force. It is also the policy of UNCW to ensure that sound salary administration practices are followed and applied to maintain equitable compensation for similarly situated employee populations.

Authority:

Chancellor

History:

Revised August 2026; Revised November 2008, Revised October 2007; Established November 2004

Source of Authority:

UNC System Career Banding Salary Administration Policy

Related Links:

Responsible Office:

Human Resources

Policy Details:

  1. It is the policy of the University of North Carolina at Wilmington ("UNCW") to compensate employees at a level sufficient to encourage excellent performance that contributes to UNCW’s mission and strategic goals, and to maintain the labor market competitiveness necessary to recruit, retain, and develop a competent work force. It is also the policy of UNCW to ensure that sound salary administration practices are followed and applied to maintain equitable compensation for similarly situated employee populations.

    It is a goal of the university to pay its employees a competitive salary that corresponds to the employee’s assigned competency level, subject to limitations imposed by available funding, the position’s business needs, and equity. Salaries will be set within the career band pay range guidelines, as established by the North Carolina Office of State Human Resources ("OSHR"), but not below the minimum or above the maximum of the assigned pay range.

    Employees should refer to the University of North Carolina System Career Banding Salary Administration policy for information related to the following topics:

    1. Career Banding Terms

    2. Pay Factors

    3. Salary Determination

    4. Salary Setting Actions

    5. Salary Adjustment Actions

    6. Management Responsibilities

  2. Covered Employees

    This policy applies to employees subject to the North Carolina State Human Resources Act ("SHRA") with trainee, probationary, permanent, or time-limited appointments.

  3. Career Banding Responsibilities

    1. The Chancellor and the UNCW cabinet are responsible for determining overall priorities concerning all staffing and compensation programs and assuring that the career-banding program is conducted in a fair and consistent manner.

    2. Department heads are responsible for notifying Human Resources of job responsibilities and other requested information when a new position is created and when there are changes to a position description that may necessitate a change in classification (career band), competency level, and/or compensation. Department heads must submit required human resources and budget documentation as needed to facilitate salary administration decisions. Neither department heads nor supervisors/managers may notify an employee of a change to the career band, competency level, and/or compensation until Human Resources indicates that the action has received all necessary approvals.

    3. Human Resources is responsible for administering this policy in conjunction with other position classification and compensation related policies and providing consultation and oversight of all program areas including communication, employee and manager training, and program evaluation. Human Resources will work closely with the appropriate supervisor/manager to ensure the development of accurate position descriptions and will utilize the position descriptions to determine the career band, competency level, and compensation for all SHRA positions.

    4. Within the University’s Management Flexibility, Human Resources is responsible for determining whether newly established positions are exempt from or subject to the overtime provisions of the federal Fair Labor Standards Act ("FLSA"), as well as whether they are SHRA or EHRA (exempt from the North Carolina State Human Resources Act). Human Resources is also responsible for confirming or updating the EHRA/SHRA and FLSA status when position descriptions are updated to the extent that there is a reclassification.

    5. The Chief Human Resources Officer is designated as the Career-Banding administrator to ensure that the program is administered on a non-discriminatory basis, and all necessary components are in place for an effective program.

    6. Employees, in conjunction with supervisors/managers, are responsible for career self-management in developing competencies and skills valued by the institution and for contributing to the success of the institution through continued demonstration of those competencies and skills. Employees who have questions about their position description, assigned career band, competency level, and/or salary for their position should discuss them with their supervisor/manager. Determinations regarding career band, competency level, and salary are not defined as grievable issues under the UNC System SHRA Employee Grievance Policy.

  4. Position Documentation

    SHRA Position actions are initiated by the requesting department via the university’s electronic position management system. A position action should be submitted for the following:

    1. Establishing new positions, including time-limited positions.

    2. Interim assignments or temporary increased duties with salary adjustment.

    3. Changes to the position description, including working title, duties, responsibilities, qualifications, certifications, and/or supervisor.

    4. Salary adjustments of any type.

    5. Changes to FTE status (i.e., full-time / part-time) or annual schedule (i.e., months worked per year).

    6. Funding changes for a position.

    7. Transfer of a position to a new department.

    8. Abolishment of a position.

    Information regarding newly hired employees is communicated via the online hiring proposal process and does not require a position action.

  5. Equal Opportunity for Career Development and Compensation Level

    1. UNCW is committed to providing equal access to education and employment based on merit, qualifications, and business needs. The University does not engage in practices that unlawfully consider race, color, religion, sex, national origin, or other protected characteristics. All employment decisions – including hiring, promotion, compensation, and training – are made without regard to personal attributes unrelated to job performance.

    2. Human Resources staff regularly analyze position management and compensation practices to identify patterns and trends that may impact fairness and to ensure they are administered in accordance with UNC System, state, and federal EEO requirements.