Classification and Compensation

2021-22 Legislative Increase Summary

The approved biennial state budget for Fiscal Years 2021-22 and 2022-23 includes 2.5% across-the-board salary increases for eligible university employees each year, a total of 5% for the biennium, and one-time lump-sum COVID-19 bonuses in the current 2021-22 fiscal year.  The summary below clarifies eligibility requirements for the Fiscal Year 2021-22 legislated increases and the timing of their implementation on our campus. 

  • Legislated COVID-19 one-time bonuses were provided to eligible faculty and staff in December 2021 university payroll.  Bonuses of $1,000 were provided to all permanent faculty and staff employed as of December 1, 2021.  An additional $500 bonus was provided to permanent faculty and staff earning less than $75,000 annually and law enforcement officers.
  • The 2.5% across-the-board salary increase for the 2021-22 fiscal year will be paid to eligible employees in the January 2022 payroll.  
  • All faculty and staff employed in a permanent position as of both June 30, 2021 and December 31, 2021 are eligible for the 2.5% increase.
  • The 2.5% legislative increase is calculated as 2.5% of each eligible employee's June 30, 2021 base salary.
  • For employees who received a salary increase for another reason on July 1, 2021 or later, the 2.5% increase calculated on their June 30, 2021 base salary will be added to their new salary. 
  • The increase will be paid as a retroactive lump-sum payment for the period from July 1, 2021 through December 31, 2021 and the June 30, 2021 calculated increase will be added to each employee's base pay effective January 1, 2022.
  • We anticipate that the second 2.5% across-the-board increase approved in the biennial state budget will be applied in July 2022.  Eligibility criteria for this legislative salary increase will be communicated prior to the anticipated implementation date. 

 

Published: Jan 28, 2022 8:08am

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SHRA

Employees who are subject to N.C.G.S. 126 (the North Carolina Human Resources Act) are called “SHRA” employees (“Subject” to the HR Act). This includes most but not all staff positions. Policies for SHRA employees are under the authority of the State Human Resources Commission and are administered by the Office of State Human Resources (OSHR). The UNC System Office exercises delegated authority for many SHRA policies as they apply to University employees and the UNC System constituent institutions.

Each UNC constituent institution has limited authority to develop policies and procedures, consistent with these policies, that are specific to their institution.

 

The Classification and Compensation Group consults with and advises University managers and supervisors on the following:

  • organizational structure,
  • evaluation of work and classification assigned to those positions that are Subject to the Human Resources Act of North Carolina (SHRA)
  • and compensation issues.

In addition, the Classification & Compensation Group approves the establishment of new SHRA positions and performs the study of existing positions in the Career Banded System.

As the needs of departments change and positions evolve, this Group assists current employees by providing them with the necessary information for making career growth decisions.

NOTE:  All actions submitted to the Office of Human Resources will be responded to in the order they are received and within 30 days.

FLSA

All staff (SHRA) positions at Appalachian State University are subject to or exempt from Fair Labor Standards Act (FLSA). The determination of FLSA status will be made by the Office of Human Resources.

 

EHRA Non-Faculty

Employees who are exempt from N.C.G.S. 126 (the North Carolina Human Resources Act) are called “EHRA” employees (“Exempt” from the HR Act). This includes university faculty and EHRA non-faculty staff. Policies for EHRA employees are under the authority of the University of North Carolina Board of Governors and are administered by the UNC System Office. 

There are two types of EHRA Non Faculty employees, Senior Academic & Administrative Officers and Instructional, Research, or Public Service (IRPS). 

The Classification and Compensation Group consults with and advises University managers and supervisors on the following:

  • organizational structure,
  • evaluation of work assigned to those positions that are Exempt from the State Human Resources Act of North Carolina (EHRA)
  • and compensation issues.

 

Faculty

Please contact Academic Affairs for information.

Questions?

Questions? E-mail the Classification & Compensation Group.