Classification and Compensation

The area of Classification and Compensation is responsible for administration of the position classification system which includes those positions that are subject to the State Personnel Action (SPA employees) and those positions that are exempt from the State Personnel Action (EPA Non-Faculty employees). Classification and Compensation involves assisting departments with the establishment of new positions and the review of existing position for appropriate placement within our state personnel systems.

The Classification and Compensation Specialist collaborates with supervisors and managers regarding appropriate position classifications, job descriptions and equitable salary decisions based on relevant job factors, departmental scope and the University’s workforce. Responsibilities include processing personnel action requests, analysis of job descriptions in relation to the SPA and EPA Non-Faculty classification systems, and determination of Fair Labor Standards Act (FLSA) designation for positions. Classification and Compensation Specialist also serves as a liaison to the NC Office of State Personnel and UNC General Administration for position actions.

For assistance with creating a new position, filling a vacant position, updating a job description, reclassifying an existing position, and/or other classification and compensation actions supervisors will need to complete a Personnel Action Request Form.  Please refer to the Personnel Action Request Instructions or contact the Human Resources Classification and Compensation Specialist for additional Information.

NOTE: Due to the current state budget, the following Salary Increase Guidelines are in effect for the Fiscal Year 2011-2012. These guidelines are based on guidance from the Office of State Personnel (OSP) and UNC General Administration (GA).

Subject to the State Personnel Act (SPA employees)

Career Banding Overview

Career Banding is the classification and compensation system for SPA employees that focus on demonstrated competencies as required by the business needs of the organization. Career Banding, position classifications are grouped within 10 job families. Employees in the career banded system are assigned a specific classification and competency designation based on the knowledge, skills, and abilities required for their specific position. The career-banding profiles provided by Office of State Personnel identify the specific competencies needed to perform the work assigned in each classification.

Each employee in a career banded position is evaluated on the competencies they demonstrate in their position. Each competency is given a rating of Contributing, Journey, or Advanced. From these individual competency ratings, an overall competency rating is assigned by the supervisor that reflects the competency level of the employee. The overall level that is assigned to the employee should not exceed the overall level of the position.

The Classification and Compensation Specialist will work with supervisors to identify the most appropriate Career Banding classification based on the business need of the department.

Competency Assessments

Competency Assessments are required by the Office of State Personnel (OSP) and must be completed for each assigned SPA position. Competency Assessments are completed by the supervisor for each new position prior to the end of the Probationary period. Competency Assessments must also be completed when there is a documented change such as a career progression adjustments, competency level change, or position reallocation. Competency Assessments may also be updated on a periodic basis in accordance with OSP policies.

For more information on completing a Competency Assessment or to obtain the appropriate Competency Assessment form for a position, please contact Human Resources.

Career Banding Resources

• OSP Career Banding Information
• OSP Career Banding Profiles
• Career Banding Appeals Procedure
• Career Banding Appeal Form
• Career Banding and Competency Assessment Overview Presentation
• Career Banding Salary Administration Plan

How is Pay determined in Career Banding?

Pay ranges for each classification are provided by the Office of State Personnel (OSP) and are based on labor market information. Employee salaries are determined by several pay factors which represent the general parameters within which pay decision must be made. Supervisors are accountable for fair and consistent application/documentation of the following pay factors:

• Financial Resources – The amount of funding (budget) available when making compensation decisions based on business need.
• Appropriate Market Rate – The market rate applicable to the competencies required in the position to meet stated business needs and demonstrated by the employee as determined by the manager. Consideration is given to contributing, journey or advanced market rates for the position, related labor market information, and market dynamics.
• Internal Pay Alignment – The consistent alignment of salaries among employees who demonstrate similar required competencies in the same banded class within a work unit or organization. Consideration is given to:  market index; position-based attributes such as department, role, competency level, and job scope; and Employee-based attributes such as demonstrated competencies and demonstrated results.
• Required Competencies – The functional competencies and associated levels that are required based on organizational business need and subsequently demonstrated on the job by the employee.

Additional information can be found in the UNC Asheville Career Banding Salary Administration Plan.

Exempt from the State Personnel Act (EPA Non-Faculty employees)

Within the University of North Carolina system some staff positions have been designated as Exempt from the State Personnel Act (EPA Non-Faculty). EPA Non-Faculty positions are classified into one of four categories.

• Senior Academic Administrative Officer Tier I (SAAO Tier I)
• Senior Academic Administrative Officer Tier II (SAAO Tier II)
• Instructional
• Research

Senior Academic Administrative Officer Tier I and Tier II (SAAO Tier I and Tier II)

In most cases, positions will function as the director of a specific division or department, reporting at the level of a vice chancellor or dean. However, where circumstances warrant (e.g. in the case of a large and complex department or division), persons functioning as an associate or assistant director may be found to have “significant administrative responsibilities and duties” as defined by the characteristics listed above. These types of positions generally require an advanced education degree and extensive relevant experience.

General Administration provides a list of generic position that each University may designate as SAAO Tier II without submitting the position to the EPA HR Advisory Board for prior approval. The position must match the position requirements as described. All generic positions are SAAO Tier II.

List of Generic SAAO Positions

Instructional

Positions must have duties associated with regular academic and educational experiences provided by the university, or are uniquely supportive of those academic and educational experiences, and must involve significant and independent interaction with participants in the University’s instructional and educational program. The position requires possession of post baccalaureate credentials or equivalent independent experience in comparable instructional or educational activities.

Research

Positions must require substantial independence in creativity or research efforts and in the interpretation and dissemination of research results. The duties must be integral with the University’s instructional or research activities and represent an extension of the regular academic and educational experience provided by the University. The position requires possession of post-baccalaureate credentials or a comparable record of independent research productivity.

Creating a New Position or Reclassifying a Position to EPA Non-Faculty

In order for a position to be established or reclassified as an EPA Non-Faculty position a request must be submitted from the campus to an advisory committee of the Office of the President at UNC General Administration. The EPA HR Advisory Board (HRAB) reviews positions on a monthly basis. Upon recommendation of HRAB, the UNC System President determines final approval of all SAAO designations.

Online Tutorial for Completing and Submitting EPA Designation Request Forms

How is Pay determined in EPA Non-Faculty positions?

General salary ranges for EPA Non-Faculty positions in the SAAO Tier II, Instructional and Research categories are based on several factors including market comparisons from the UNC system, data from the College and University Professional Association (CUPA), campus equity considerations, scope of responsibility within the university, education and experience.

Salary ranges for SAAO Tier I position are established by UNC General Administration and are approved by the Board of Governors.

Fair Labor Standards Act (FLSA)

The Fair Labor Standards Act, which prescribes standards for the basic minimum wage and overtime pay, applies to all university employees. The federal Fair Labor Standards Act sets guidelines for determining which employee are subject to the overtime provisions of the Act (FLSA Non-Exempt) and which employee are not subject to the overtime provisions of the Act (FLSA Exempt). The FLSA status of each position is determined by Human Resources on the basis of whether the duties, responsibilities, and salary of a position meet the requirements for exemption as established by the US Department of Labor. The FLSA determination for a position is established when a new position is created or is reviewed as part of the classification process when changes are made to a position.

FLSA requires employers to pay at least the federal minimum wage and overtime pay of one-and-one-half times the regular rate of pay in the form of monetary compensation or time off for hours worked in excess of 40 hours within a week for all positions considered as non-exempt. For details concerning overtime, on-call, emergency call back and other specific circumstance please refer to the UNC Asheville Leave Policy.