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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.

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.

Leave Without Pay may be granted to an employee for various reasons, including family and medical leave, extended educational purposes, vacation, illness, workers’ compensation, military service, or personal reasons. At the end of the approved leave, the employee is reinstated to his/her prior position, or one of like seniority, status, and pay.

This policy addresses the requirements for establishing salary compensation for University of North Carolina at Chapel Hill (“University”) employees who are Exempt from the Human Resources Act (“EHRA”).

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.

Salary caps, generally seen with Public Health Service funding, limit the amount of funding the agency will provide for an individual’s salary. The current NIH salary cap amount is reviewed annually. When an individual’s projected salary exceeds an agency-mandated salary cap, the administrating University department is responsible for funding the difference.

Salary calculations can be based on a percentage of effort (Percent Effort Model) or the number of months of effort (Person-Months Model) dedicated to the sponsored project. Guidelines for both are listed below. Summer salary, normally considered three (3) months, is added compensation to nine month employees, therefore, it is calculated separately. Some sponsors limit the effort allowed for summer salaries. Thus, it is very important to read the sponsor guidelines carefully.

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.