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This article provides guidance on how to School of Nursing Faculty Search Committees conduct faculty searches and interviews.

The University strives to create a welcoming and safe environment for all members of the University community. Consistent with this goal, the University will not employ persons or appoint unpaid affiliates with prior non-expunged criminal convictions, arrests, charges or driving records (when driving a state-owned or personal/other vehicle is required as an essential function of the position) who pose an unacceptable safety risk to the University or its community.

For this reason, the University has enacted this policy which provides a mandatory process by which all employees and affiliates (as defined below) must report any post-employment criminal conviction(s) to appropriate University administrators and sets forth standards by which any convictions will be evaluated and acted on.

This Policy is promulgated for the purpose of implementing the Board of Governors’ (BOG) Policy on Conflicts of Interest and Commitment Affecting Faculty and Non-Faculty EHRA Employees.

This document describes the guidelines by which UNC-Chapel Hill faculty can be nominated to teach Summer School courses.

This process is used when a unit, school or division would like to convert an existing filled or vacant SHRA position to EHRA Non-Faculty status.

EHRA Non-Faculty positions are broadly divided into two categories: Instructional, Research and Public Service (IRPS) and Senior Academic and Administrative Officers (SAAOs).

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.

The purpose of this policy is to outline the services and privileges offered to retired School of Nursing (SON) faculty members. It is set forth with the intention of fostering continued communication and engagement, to assist with the faculty member's transition to retirement and in appreciation of a retired faculty member's years of service and value to our school.

The School of Nursing seeks to maintain and, when possible, increase the number of tenured and tenure-track faculty members. The School also seeks to maintain and, when possible, increase the percentage of fixed-term clinical track faculty who are excellent teachers and possess a relevant doctoral degree. In advancing both goals, the SON supports a practice that allows faculty members to transfer once in either direction between appointments on fixed-term clinical and tenure tracks.

The Faculty Recognition Award, given in even numbered years, recognizes a faculty member who goes "above and beyond" the call of duty and who shows extraordinary and consistent dedication to the School. This award acknowledges a faculty member who makes a unique contribution to the School of Nursing in one or more of the following ways...

Before creating or modifying an EHRA Non-Faculty position or proposing the reclassification of an existing SHRA position to EHRA Non-Faculty, all units, schools and divisions should consult information on EHRA Non-Faculty Position Categories to ensure that basic EHRA requirements are met. If these requirements are not met, the SHRA classification process should be pursued instead of the request process described in these guidelines.

Before finalizing or communicating an end of appointment decision for any permanent EHRA non-faculty employee, departments must contact the EHRA Non-Faculty HR Department in the Office of Human Resources (OHR) by phone so that the proposed action may be prescreened. Prescreening is not required for EHRA non-faculty temporary or student employees, postdocs, or an employee who voluntarily submits their resignation in writing or by email.

The University’s EHRA Non-Faculty Compensation Program for Instructional, Research and Information Technology (IRIT) and Senior Academic and Administrative Officer (SAAO) Tier II positions (“EHRA Non-Faculty Compensation Program”) is designed to provide competitive salaries in order to attract and retain the very best talent and expertise as EHRA non-faculty employees.

This document provides guidelines and serves to clarify the requirements for tenure-track faculty appointments, reappointments, promotions, and tenure at the UNC-CH SON. Faculty appointments, reappointments, and promotions at the SON are carried out in accordance with UNC-CH policies and regulations.