Talent Solutions administers compensation for all SHRA positions at NC State.
SHRA Salary Increase Guidelines
NC State’s Office of Human Resources has delegated authority for salary actions that fall within OSHR salary guidelines, and do not exceed a cumulative raise of 20% from the employee’s base-salary rate on the previous June 30th, provided that we have delegated authority for the career-banded title. The 2017 Legislative Increase of $1,000 is not included in the cumulative 20% calculation.
Salary increases in any amount for a career-banded title for which NC State does not have delegated authority (or which results in an exemption from OSHR policy) must go to the UNC-System Office (UNC-SO) Human Resources for approval. UNC-SO approval is required for any permanent base-salary increase that exceeds a cumulative increase of 20% over the most recent June 30th base salary. Temporary salary increases are not included in this calculation. UNC-SO approval is also required for any temporary salary adjustment when the cumulative amount of current temporary adjustments exceeds 20% of the most recent June 30th base salary, or exceeds 12 months duration. In addition, as of July 2017, Board of Governors review and consultation is required for any salary adjustment 5% or greater that would result in annual compensation greater than $100,000. *
*Please note that these guidelines may change at anytime and without notice.
Qualified Salary Increase Reasons
Salary increases may be permitted for the following reasons:
- Additional job duties, when there is a substantive increase in the scope and/or complexity of the job. This includes temporary adjustments with a defined start and stop date. Please note: Such an increase may not be justified solely on the basis of increased work volume.
- Position reclassification, where application of the career banding pay factors will determine the base salary
- Competitive-hiring events, where application of the career banding pay factors will determine the base salary
- Equity, when employees in the same position/branch/role/competency are performing very similar work with a similar level of competence to those who have a higher pay rate and the pay discrepancy has no apparent justification
- Labor Market, when an employee’s salary is less than the position’s assigned market rate. Managers may request a salary increase up to, but not exceeding, the assigned market rate.
- Employee retention, when employees have a documented offer for a comparable position (i.e., not an obvious promotion) outside of state employment and have given that documentation to their managers and the employee has skills or knowledge that would be difficult to replace
- Increase in SHRA employee competencies, when there is a documented change in component competency ratings or overall ratings between two Employee Competency Assessment (ECA) reviews
- Change in FTE due to a schedule change, when there has been no change in annualized compensation
Requesting a Salary Adjustment
Salary adjustments can be made throughout an employee’s career at NC State. All salary adjustments are associated with an action in PeopleAdmin 7. For more information on classification and salary adjustment actions visit the Classification page.
Looking for information on EHRA faculty and non-faculty compensation? Visit the EHRA Administration page.
When evaluating compensation, Talent Consultants utilize the four pay factors. These factors are financial resources (budget availability), required competencies, market position, and internal pay alignment.
- Financial Resources: This information is typically provided by the Department. It is the amount of funding that a manager has available when making pay decisions. Financial resources are allocated for salaries according to the organization’s business need.
- Required Competencies: Required competencies refers to the functional competencies and associated levels required of an employee to meet an organizational business need. This pay factor accounts for the knowledge, skills, abilities, duties, and responsibilities documented in position descriptions. It may also take into account any relevant training, certification, or licensure.
- Market: This pay factor represents the market rate applicable to the functional competencies demonstrated by the employee. It includes the current market dynamics for the occupation, geographic area, and industry. Market reference rates are assessed and determined by the Office of State Human Resources (OSHR), and up-to-date list of current reference rates for career bands commonly used at NC State is available.
- Internal Pay Alignment: Internal pay alignment, or internal equity, refers to the consistent alignment of salaries among employees who demonstrate similar required competencies within the same career band. This pay factor includes a comprehensive assessment of employees’ salaries relative to each other based on career band, competency level, criticality of the job to the mission of the unit, and other organizational factors