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This policy establishes the framework for how clinical faculty at the UNC School of Medicine are compensated, including the structure and components of salary, incentive payments, and non-salary compensation. It aims to balance flexibility with accountability by aligning faculty pay with mission-based productivity, market benchmarks, and the financial sustainability of clinical departments.

This procedure establishes specific processes for supplemental pay, in the form of either overload or a salary supplement, for EHRA employees. Salary supplements and overload are intended to address temporary increases in responsibility or significant and substantial duties performed under unusual circumstances outside of normal work hours.

The UNC Eshelman School of Pharmacy Faculty Salary Policy provides a framework from which an employee's job performance is reviewed and salary decisions and increases are determined. This Salary Policy helps the School attract the best-qualified people, provide compensation in accordance with assigned duties and responsibilities, and encourage retention and a high level of performance.

All positions, EHRA, SHRA, and Student/Temporary, if applicable, are budgeted by a chartfield string that includes business unit, fund, source account and department ID.

This policy document outlines how faculty salaries are set and adjusted at the School of Public Health, focusing specifically on salary increases. It establishes guidelines for annual merit-based raises, initial hire salaries, promotional increases, and retention offers, with an emphasis on equity and consistency across departments.

This policy establishes the principles and criteria the dean uses to fairly determine faculty salaries at the Hussman School of Journalism and Media, ensuring allocations are based on merit and equity. It also outlines the role of an elected faculty committee that provides oversight and transparency in the salary determination process.

This policy outlines the process by which the Dean of the School of Social Work conducts annual faculty salary reviews and makes salary increase recommendations. Recommendations are based on faculty merit — weighted toward scholarship, then teaching, then service — and are subject to approval by the Office of the Provost.

This document establishes a multi-component faculty compensation plan for basic science faculty in the UNC-CH School of Medicine, replacing a previous single-salary model. It defines how total annual salaries — consisting of a base salary and a variable component — are set, adjusted, and tied to individual faculty performance in teaching, research, and service.

This document establishes the faculty salary policy for the Institute of Government, providing guidance to the Director on how to make salary adjustment decisions based on a wide range of performance categories including teaching, consulting, writing and publishing, service, and impact. It also outlines the reporting requirements for faculty members and the role of the Faculty Salary Committee in overseeing the policy.

This document outlines the salary policies for the UNC School of Education, covering how beginning salaries are determined and how increases are awarded for faculty, EPA non-faculty, and SPA staff appointments. It also establishes the criteria and process for distributing faculty merit salary increases based on annual performance reviews.

The purpose of this policy is to describe the procedures and processes that Kenan-Flagler Business School uses to establish faculty salaries.

This document establishes the School of Nursing's policies for determining faculty salaries, including how initial salary offers are set for new faculty and how annual merit awards and market salary increases are determined for current faculty. It uses benchmark salaries derived from AACN peer institution data to guide compensation decisions with the goal of bringing faculty salaries to competitive levels over time.

This document constitutes the faculty salary policy adopted by the faculty of the Institute of Government to provide guidance to the Director of the Institute in making salary adjustment decisions.

This document explains the policy and procedures for staff overtime.

The purpose of this document is to outline how the Department of Linguistics determines faculty salary increases, including the factors considered, the roles of relevant committees, and the procedures for merit and equity adjustments.