Position Classification

General Overview of Non-Faculty Position Categories

EHRA Non-Faculty positions are broadly divided into two categories: Instructional, Research, and Information Technology (IRIT) and Senior Academic and Administrative Officers (SAAO). Any position which is requested for classification to EHRA Non-Faculty status must be classified into one of these categories. These categories are summarized below per UNC System guidelines. Detailed guidance on these criteria is also available at the UNC System Policy Manual, 300.1.1 and 300.2.5. EHRA Student employees are of themselves a separate classification and not included under EHRA non-faculty classification guidelines.

In considering whether a position qualifies for a particular EHRA Non-Faculty classification category, an important guideline is whether at least 50% or greater of the position’s primary duties and functions satisfy the job content and criteria specified by the EHRA non-faculty guidelines.

Classification Guide for Staff Positions Exempt from the State Human Resources Act (EHRA Non-Faculty)

The creation of a new SHRA positions, classification changes to positions, and salary increases are managed by the Classification and Compensation Section within the Office of Human Resources.

Career Banding is the North Carolina statewide classification and compensation system developed by the Office of State Human Resources (OSHR) for SHRA and focuses on demonstrated competencies as required by the business need of the organization. Employees in the Career Banded system are assigned a specific classification and competency level based on the knowledge, skills, and abilities required for their specific position.  The competency levels are defined as Contributing, Journey, and Advanced.

Within each band employee salaries are determined by several factors:  budget availability, market pay rates, required competencies, internal pay alignment (equity), current salary, and total compensation. As competencies are developed through work experience, education, and training and are demonstrated (used) on the job, employees become eligible for salary adjustment consideration. Increases are subject to funding availability.

OSHR Classification and Salary information for Career Banded classes

Job families are major groupings of jobs that represent general fields of work where career paths are identified and career planning is emphasized. Each job family is further categorized into branches, which in turn contain roles. Roles represent the various classifications that have been banded together due to similarities in position attributes, nature and scope of the work, and competencies required to meet business needs. The full listing of competency and Career Banding classes can be found on the OSHR website.

Each role has its own unique pay band, and three position competency levels: Contributing, Journey, and Advanced. Position competencies represent a set of knowledge, skills, and abilities required of the position based on business needs as determined by the manager. Position competencies required in a role are outlined in a competency profile developed by OSHR with the assistance of the Career Banding transition teams. The competency profiles are reviewed and validated through statewide focus groups with final approval by the State Personnel Commission.

Each position requires a particular set of knowledge, skills, and abilities (i.e. position competencies), based on the department’s needs for the position. Just as positions have competency levels, employees are assigned a competency level, too. An employee brings to the position their own expertise, knowledge, and skills, and each employee will be assessed to determine how well and to what extent the employee demonstrates the position’s required competencies.  Employee and position competencies may match, or the employee’s competency level may be lower than the position competency level.

Competencies Assessment Form

The University’s high-performance work environment requires compensation levels that:

• Are consistent with University priorities.
• Promote and reward successful work behavior.
• Recognize job competencies that are linked to organizational goals.
• Maintain appropriate labor market competitiveness ensuring effective recruitment and retention of a highly competent and diverse work force.
• Are supportive of individual, family, and community values.

The Pay Factors (F.A.I.R.) have been established by OSHR for equal consideration of salary adjustments.

Funding Source

• The amount of funding that a manager or organization has available when making pay decisions

Appropriate Market Rate

• The market rate applicable to the functional competencies demonstrated by the employee
• Journey market rate guidelines/market reference rate guidelines and related market information
• 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
• Internal pay alignment (equity)
• Current salary and total compensation

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
• Minimum qualifications for class
• Knowledge, skills, and abilities
• Related education and experience
• Duties and responsibilities
• Training, certifications, and licenses

A Reclassification occurs when there is a logical progression of a specific position due to changing business needs, shifts in organizational structure, or other operational factors that result in requirements for higher-level work. A logical progression means that the position classification follows a natural path within its job family/occupational group. A progression from Administrative Support Associate to Administrative Support Specialist is a logical move, whereas a move outside the job family would not be.

A Reallocation action can be either a change in position competency level (e.g., Journey to Advanced) or a change in career banding title (e.g., Accounting Technician to Accountant).

To request that a position be reviewed for reallocation, please contact the Compensation and Classification Section for guidance. You will need to complete a new position description in PeopleAdmin and provide an updated organizational chart for analysis. Typically, a reallocation is accompanied by a salary increase for the incumbent, though it is not required & budget considerations. An employee must be paid at least the minimum of the range for the new career banded title, but otherwise no salary action is mandated though internal pay alignment must always be considered.