Our operational purpose with reference to classification and compensation is to maintain the integrity of the State of North Carolina’s career banding program and EHRA designations, as well as the Department of Labor’s prescribed Fair Labor Standards Act regulations. The initiative is to establish and maintain fair and equitable classification for the University’s workforce. As a department, we serve as an advocate for the University in its interactions as principal liaison to the NC Office of State Human Resources (OSHR) and UNC General Administration (UNC-GA).

The University of North Carolina at Greensboro’s compensation philosophy is committed to the creation of an inclusive, collaborative, and responsive university by attracting, retaining, and developing a diverse community of talented individuals in support of the university’s mission. As a public research university, UNCG must govern its resources in an efficient and effective way. Within the boundaries of financial feasibility, employee compensation is administered in a manner that is externally competitive and internally equitable, recognizes performance, and includes, but is not limited to consideration of job independence and discretion, job complexity, scope, supervisory or lead roles, relevant experience and credentials, and additional position responsibilities.

Administering compensation to reflect this philosophy means that salaries will be reviewed by the University on an ongoing basis. These analyses will support the institution’s efforts to obtain appropriate salary funding from the state legislature. As funding permits, salary increases shall focus on maintaining market alignment, supporting internal equity, retaining key personnel and recognizing performance. Within the parameters of discipline, function, job-related experience, and performance and individual effectiveness, employees shall be paid similarly for similar work. Salaries for new employees should be established at levels that recognize individual skills, competencies, and experience while considering the salary levels of current employees with similar job duties. Further, UNCG ensures that contracts are closely monitored to ensure that proper compensation guidelines and policies are included.

Salary adjustments for incumbent employees are based on four pay factors, also known as FAIR. These are the general parameters within which pay decision must be made. The four pay factors are:

• Financial Resources
• Appropriate Market Rate
• Internal Pay Alignment
• Required Competencies

To submit a salary adjustment login to ePosition (SpartanTalent). For more information and instructions go to ePosition.

To update or modify a position with or without salary increase for the purposes of reclassification, title change, etc. login in to ePosition (SpartanTalent). For more information and instructions go to ePosition.

Please be sure to review the Legislative BOG Monitoring and Consultation Guidelines and the UNCG Simplified Matrix of Position and Salary Action Approvals for additional instructions.