|Submission Date||Feb. 20, 2013|
University of North Carolina, Greensboro
PAE-11: Sustainable Compensation
Total number of employees working on campus (including contractors):
Number of employees (including contractors) that the institution ensures earn sustainable compensation:
A brief description of how the institution ensures that its lowest-paid workers (including contractors, if applicable) receive sustainable compensation:
The University of North Carolina at Greensboro adheres to the policy of the State of North Carolina to compensate its employees sufficiently to encourage excellent performance and to maintain labor market competitiveness. There were several legislative actions in fiscal year 2012-13 that allowed UNCG to address the compensation of its lowest paid workers.
1. Effective July 1, 2012 the NC General Assembly approved a 1.2% Legislative Increase for the following employee types:
-SPA and EPA
-Full-time and Part-time
Permanent, Probationary, and Time-Limited Appointment Types
-Including 9, 10, and 11 month employees
Temporary hourly employees were not eligible but may be granted a comparable salary adjustment if funding is available.
2. In conjunction with the legislative increase, the NC Office of State Personnel (OSP) increased the Career Banding Rates by 1.2%. This is the first time there has been an adjustment to the career banding rates since 2006.
3. Salary restrictions for fiscal year 2012-13 by the General Assembly were lifted effective July 1, 2012. Salary increases may now be given for equity, relation to market, and retention in addition to promotion, reclassification, career progression and lateral transfer.
In addition, UNCG takes proactive steps to ensure internal equity and build career ladders and opportunities for the lowest paid employees. It uses all available resources including the State Personnel Commission’s annual compensation surveys. UNCG works actively to support and sustain a work environment which recognizes accomplishment and achievement. The following specific strategies are used to ensure sustainable and competitive completion for the lowest-paid employees:
1. The career banding program is structured to ensure SPA employees receive fair and equitable treatment in regard to compensation levels and career development opportunities. The Career Banding Compensation Strategy policy and guidelines will be applied effectively and equitably for all employees.
2. Human Resources use regional and local market data to ensure that the University offers a fair living wage and that the University is competitive with local employers.
3. The Human Resources Affirmative Action office regularly reviews salaries of the lowest paid employees to ensure that there is no disparate impact.
4. Human Resources conducts extensive training and development sessions designed to provide employees with the skills, knowledge, and abilities to advance in their careers.
Finally, in July 2012, Human Resources produced the SPA Compensation Analysis, a comprehensive study of all SPA classifications that are most significantly below market. This analysis was designed to equip Executive Staff members with current salary information so as to review and prioritize salary proposals for their respective units. The Chancellor and Executive Staff are reviewing the salary rates of the lowest paid employees as a high university priority and are in the process of developing a compensation philosophy statement to address the importance of a sustainable living wage.
The most recent year total compensation for the institution’s lowest-paid workers (including contractors, if applicable) was evaluated to ensure that it was sustainable:
The website URL where information about the institution’s compensation policies and practices is available:
Information for this credit was received from Dr. Edna Chun, Associate Vice Chancellor for Human Resource Services at UNCG and from the North Carolina Office of State Personnel.
The information presented here is self-reported. While AASHE
staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution and complete the Data Inquiry Form.
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution and complete the Data Inquiry Form.