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School of Nursing salary goals are derived from benchmarks with peer schools of nursing. The American Association of Colleges of Nursing (AACN) publishes an annual report on faculty salaries based on a yearly survey of all schools of nursing with baccalaureate and higher degree programs. Faculty salary data are reported for regions of the country and types of institution, and by faculty rank, credentials, and tenure vs. fixed term track status.

Faculty/staff who are licensed nurses and whose employment involves professional contact with patients, clients, families and/or human subjects are required by the School of Nursing (SON) to present pre-employment and bi-annual documentation of completion of an approved Cardio-Pulmonary Resuscitation (CPR) Certification.

The purpose of this standard is to outline the expectation for each School of Nursing faculty member who is a registered nurse to hold a current unencumbered North Carolina RN License and to detail the process.

Divisions in the School of Nursing represent substantive areas of study in nursing. One goal of divisions is to have the appropriate compliment of faculty to meet teaching and research missions and responsibilities. This standard is intended to clarify when joint appointments may be appropriate and initiated.

The purpose of this policy is to outline the requirements for employees working in clinical environments who have professional contact/interaction with patients, clients, families and/or human subjects.

Faculty members at UNC Chapel Hill School of Nursing hold either nine-month or twelve-month appointments. Both groups receive paid time off on state-approved holidays. Otherwise, salaries for both groups are based on worked time and distributed across 12 monthly paychecks.

Administrators play an important role in facilitating the work of others and their capacity to contribute to the School’s missions. They are expected to serve as leaders who bare accountability for achieving the role expectations associated with their job descriptions. It is essential that their effectiveness in carrying out the expectations of their role and achieving positive outcomes as associated with their role performance be evaluated.

We believe faculty and staff departures should be appropriately acknowledged and treated equitably in the School of Nursing in terms of expenditures of School funds. This standard is intended to provide guidelines to help us achieve such equity. Please note references made to full-time-equivalent (FTE) service, refer solely to service within the School of Nursing and is inclusive of either 9 or 12-month appointments.

The School of Nursing is committed to fair and equitable allocation of faculty office space and furnishings. This policy outlines what faculty are entitled to in the assignment and/or selection of office space.

These guidelines are intended to help clarify malpractice insurance provided by the University to faculty members and help faculty make informed decisions about the purchase of additional malpractice coverage.

Employment at the University is contingent upon faculty meeting and maintaining essential compliance requirements. In addition, the many clinical agencies with whom School of Nursing (SON) faculty engage as part of their teaching, research, or service mission(s) have policies that must be adhered to as per contractual agreement. These clinical site requirements are in addition to University employment-related policies.