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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.

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.

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 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 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.

On-Call is compensation for an employee who must remain available to be called back to work on short notice if the need arises. Emergency Callback is compensation for an employee who has left the work site and is requested to respond (either by returning to work or by responding by telephone or computer) on short notice to an emergency work situation.

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.