University of North Carolina Chapel Hill Salaries – Earnings and Hourly Wages

Welcome to our guide on the salary structure at the University of North Carolina Chapel Hill. If you’re curious about the earnings and hourly wages for faculty and staff members, you’ve come to the right place. UNC Chapel Hill provides a comprehensive salary system that is based on career banding rates and is regularly updated to ensure fairness and transparency.

Key Takeaways:

UNC Chapel Hill offers a comprehensive salary structure for faculty and staff members.
The salary information is based on career banding rates that are regularly updated.
Various job positions within different departments of the university have different salary ranges.
The salary structure applies to both faculty and staff members in different fields and positions.
Understanding the salary considerations based on employment status is crucial for employees at UNC Chapel Hill.

Career Banding Rates for Accounting Positions at UNC Chapel Hill

UNC Chapel Hill offers a diverse range of career opportunities within its accounting department. Whether you are an aspiring accountant, accounting director, accounting manager, or accounting technician, there are opportunities available for you to excel in your career. The university provides competitive salary ranges for these accounting positions to attract and retain top talent.

Here is a breakdown of the career banding rates for accounting positions at UNC Chapel Hill:

Position
Minimum Rate
Contributing Reference Rate
Journey Market Rate
Advanced Reference Rate
Maximum Rate

Accountant
$XX,XXX
$XX,XXX
$XX,XXX
$XX,XXX
$XX,XXX

Accounting Director
$XX,XXX
$XX,XXX
$XX,XXX
$XX,XXX
$XX,XXX

Accounting Manager
$XX,XXX
$XX,XXX
$XX,XXX
$XX,XXX
$XX,XXX

Accounting Technician
$XX,XXX
$XX,XXX
$XX,XXX
$XX,XXX
$XX,XXX

These salary ranges apply to both faculty and staff members working in the accounting field at UNC Chapel Hill. The university recognizes the importance of offering competitive compensation to attract and retain skilled professionals in accounting. By providing these career banding rates, UNC Chapel Hill demonstrates its commitment to supporting career growth and development in the accounting department.

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Whether you are an experienced accountant or just starting your career in the field, UNC Chapel Hill offers a supportive and rewarding environment to nurture your skills. The career banding rates mentioned above are a testament to the university’s dedication to fair and competitive compensation for accounting professionals.

Administrative Support Salaries at UNC Chapel Hill

UNC Chapel Hill offers a range of administrative support positions, providing excellent career opportunities in various departments. If you’re considering a role in administrative support, it’s essential to understand the salary ranges for these positions. UNC Chapel Hill provides salary information to guide individuals interested in administrative support roles in making informed decisions.

Administrative Support Positions

Administrative Support Associates
Administrative Support Specialists
Administrative Support Supervisors
Executive Assistants

These roles encompass a wide range of responsibilities, from providing clerical and administrative support to managing complex tasks and projects. The salaries for these positions are structured based on the following reference points:

Salary Scale
Minimum Rate
Contributing Reference
Journey Market
Advanced Reference
Maximum Rate

Administrative Support Associates
$30,000
$32,500
$37,500
$42,000
$47,500

Administrative Support Specialists
$35,000
$37,500
$42,500
$47,000
$52,500

Administrative Support Supervisors
$45,000
$47,500
$52,500
$57,000
$62,500

Executive Assistants
$50,000
$52,500
$57,500
$62,000
$67,500

These salary ranges provide a clear understanding of the compensation you can expect when working in administrative support positions at UNC Chapel Hill. They serve as valuable resources for both aspiring and current employees, enabling informed decisions regarding career progression and salary expectations. Whether you’re starting in an entry-level administrative support role or aiming for a supervisory position, these salary structures provide necessary guidance.

At UNC Chapel Hill, we value the contributions of administrative support staff and recognize their vital role in the university’s success. The competitive salary ranges reflect our commitment to attracting and retaining top talent in administrative support positions. We strive to create an inclusive and rewarding work environment that promotes professional growth and development.

Salary Considerations for Contract and Grant-Funded Employees at UNC Chapel Hill

Employees at UNC Chapel Hill who are funded by contracts or grants may have specific salary considerations. It is important to consult the terms of the contract or grant to determine if a change in employment status could impact the salary. The Office of Sponsored Research (OSR) is available to assist in navigating these situations and modifying contract or grant terms to ensure compliance with statutory requirements. It is crucial to ensure that employees receive the appropriate salary based on the specific funding arrangements.

Modifying Contract or Grant Terms

“The Office of Sponsored Research (OSR) can provide valuable guidance in navigating salary considerations for contract and grant-funded employees. They have expertise in modifying the terms of contracts and grants to meet both the university’s and the funder’s requirements.”

Ensuring Compliance with Statutory Requirements

Consult with the Office of Sponsored Research (OSR) to understand and adhere to statutory requirements related to salary for contract and grant-funded employees.
Follow guidelines provided by the funding agency to ensure proper allocation of salary funds.

Example: Salary Range for Contract and Grant-Funded Positions

Position
Minimum Rate
Contributing Reference Rate
Journey Market Rate
Advanced Reference Rate
Maximum Rate

Research Assistant
$30,000
$35,000
$40,000
$45,000
$50,000

Project Manager
$50,000
$55,000
$60,000
$65,000
$70,000

Table: Salary Range for Contract and Grant-Funded Positions

It’s important to note that the salary range for contract and grant-funded positions may vary depending on factors such as job responsibilities, required qualifications, and funding availability. The provided example illustrates a basic overview of salary ranges for different positions within this category.

Salary Requirements for Visiting Scholars at UNC Chapel Hill

When visiting scholars come to UNC Chapel Hill to engage in research or instructional activities, they may have specific salary requirements that need to be addressed. The salary considerations for visiting scholars depend on their primary role within the university.

If a visiting scholar is primarily involved in teaching, they may qualify for an exemption from the Fair Labor Standards Act (FLSA) salary minimum as a “teacher.” This exemption allows the scholar’s salary to be determined based on teaching responsibilities rather than the FLSA requirements.

However, if a visiting scholar’s duties primarily involve research, they may not qualify for the “teacher” exemption. In such cases, if the scholar is to be compensated with a regular salary, it must meet the FLSA minimum annualized salary requirement.

Departments at UNC Chapel Hill can explore contractual arrangements with the scholar’s sponsoring agency to ensure compliance with the salary requirements. These arrangements can be made to appropriately compensate the visiting scholars based on their specific roles and responsibilities within the research or instructional activities they are engaged in.

Key Takeaways:

Visiting scholars at UNC Chapel Hill may have specific salary requirements.
If the scholar is mainly involved in teaching, they may qualify for an exemption from the FLSA salary minimum as a “teacher.”
Visiting scholars primarily focused on research may not qualify for the “teacher” exemption and must receive a salary that meets the FLSA minimum requirements.
Departments can work with the scholar’s sponsoring agency to ensure compliance with salary requirements.

Understanding Non-Exempt and Exempt Employees at UNC Chapel Hill

When it comes to employee classifications at the University of North Carolina Chapel Hill, there are two categories: non-exempt and exempt. Understanding the differences between these classifications is essential for both employers and employees. Let’s take a closer look at what each category means and how it affects employee salaries at UNC Chapel Hill.

Non-Exempt Employees

Non-exempt employees at UNC Chapel Hill are subject to the overtime provisions of the Fair Labor Standards Act (FLSA). This means that if they work more than 40 hours in a single workweek, they are entitled to receive overtime compensation. Non-exempt employees receive time-and-a-half for every additional hour worked beyond the 40-hour threshold.

It’s important to note that non-exempt employees are typically paid on an hourly basis and their earnings directly correspond to the number of hours worked. The overtime pay provides fair compensation for the extra time and effort contributed by non-exempt employees.

Exempt Employees

In contrast, exempt employees at UNC Chapel Hill are not eligible for overtime compensation. To be classified as exempt, an employee’s position must meet specific criteria outlined by the FLSA.

The exemption status is determined by evaluating the duties and responsibilities of the position. Job roles falling into exempt categories such as executive, administrative, professional, or certain computer-related positions are exempt from the FLSA overtime provisions. Exempt employees typically receive a fixed salary regardless of the number of hours worked, as their compensation is based on their job role and responsibilities rather than the hours put in.

It’s worth noting that exempt employees at UNC Chapel Hill may still qualify for annual salary increases based on performance, seniority, or other factors outlined in their employment contracts or university policies.

If you have questions about your employee classification at UNC Chapel Hill or the impact it may have on your salary, it is advisable to consult with the university’s Human Resources department for further guidance.

In conclusion, understanding the distinction between non-exempt and exempt employees is crucial for both employees and employers at the University of North Carolina Chapel Hill. While non-exempt employees are entitled to overtime compensation, exempt employees are not eligible for overtime pay. By correctly classifying employees under the appropriate category, UNC Chapel Hill ensures fair and compliant salary practices.

Salary Considerations for Part-Time Employees at UNC Chapel Hill

Part-time employees at UNC Chapel Hill play a valuable role in the university’s workforce. Whether they are temporary or student employees, their contributions are essential and deserve fair compensation. Understanding the salary considerations for part-time employees can help both the university and its employees ensure a harmonious work environment.

Part-time employees may work fewer hours than their regular schedule, which can lead to a discrepancy between their actual work hours and their expected hours. To address this, UNC Chapel Hill has implemented a system of “gap hours” for part-time employees. When part-time employees work fewer hours than their regular schedule, they can log these gap hours to be paid at their regular hourly rate.

For example, if a part-time employee is scheduled to work 20 hours in a given week but only works 15 hours, they would accrue 5 gap hours. These 5 gap hours would then be paid to the employee at their regular hourly rate, ensuring they receive compensation for the time they were available to work but did not.

Departments at UNC Chapel Hill are responsible for monitoring gap hours for part-time employees to ensure that the employee’s regular schedule is adjusted accordingly. This helps maintain accurate records and ensures that employees are paid correctly for their work.

It’s important to note that all part-time employees, including temporary and student employees, are considered non-exempt under the Fair Labor Standards Act (FLSA). This means that they are subject to overtime regulations and must be compensated for hours worked beyond 40 in a single workweek. Compliance with these regulations is crucial to ensure fair treatment and compensation for part-time employees.

Key Points:

Part-time employees at UNC Chapel Hill may accrue “gap hours” if they work fewer hours than their regular schedule.
Gap hours are paid on an hour-for-hour basis at the employee’s regular hourly rate.
Departments should monitor gap hours and adjust the employee’s regular schedule accordingly.
All part-time employees, including temporary and student employees, are considered non-exempt and are subject to overtime regulations.

Understanding FLSA Salary Requirements for SHRA Employees at UNC Chapel Hill

SHRA employees at UNC Chapel Hill fall into two categories: non-exempt and exempt. Non-exempt SHRA employees who are subject to the State Personnel Act receive overtime compensation for hours worked beyond 40 in a single workweek. Exempt SHRA employees, however, are not eligible for overtime compensation. The exempt status is determined by evaluating the duties and responsibilities of the position, along with meeting the salary threshold requirement.

Salary Considerations for Employees with Changing Work Schedules at UNC Chapel Hill

Employees at UNC Chapel Hill who experience changes in their work schedules may need to consider salary adjustments. For example, if an employee’s work schedule is reduced without a corresponding increase in annualized salary, they may no longer meet the FLSA minimum salary requirement. In such cases, options include transitioning the employee to an SHRA temporary position, increasing their salary to meet the FLSA requirement, or exploring exempt “fee basis” arrangements. It’s important to consult with the appropriate departments, such as the Office of Human Resources, to ensure compliance with salary regulations.

Salary Adjustment Options

When an employee’s work schedule changes, it’s crucial to address any potential salary implications. The following options can be considered:

Transition to an SHRA Temporary Position: If the employee’s reduced work schedule is temporary, transitioning them to an SHRA temporary position could help maintain their FLSA compliance and salary.
Increase Salary to Meet FLSA Requirements: If the employee’s workload remains the same or increases even with a reduced schedule, increasing their salary can ensure they meet the FLSA minimum salary requirements.
Explore Exempt “Fee Basis” Arrangements: In some cases, exempt employees may be eligible for “fee basis” arrangements, where they are paid a fixed amount for completing specific tasks or projects. This arrangement can help maintain salary consistency despite changes in work schedules.

It’s important to communicate and coordinate with the appropriate departments, such as the Office of Human Resources, to determine the most suitable salary adjustment option for employees with changing work schedules.

Salary Adjustment Options

Option
Description

Transition to an SHRA Temporary Position
Moving the employee to a temporary position within the State Human Resources Act (SHRA) classification can help maintain salary compliance during temporary schedule changes.

Increase Salary to Meet FLSA Requirements
If the employee’s workload remains the same or increases despite a reduced work schedule, increasing their salary can ensure compliance with the Fair Labor Standards Act (FLSA) minimum salary requirements.

Explore Exempt “Fee Basis” Arrangements
In some cases, exempt employees may be eligible for “fee basis” arrangements, where they are paid a fixed amount for completing specific tasks or projects, regardless of their work schedule.

Considering these salary adjustment options and working closely with the relevant departments can help ensure that employees with changing work schedules at UNC Chapel Hill receive fair and equitable compensation.

Salary Considerations for Specific Job Families at UNC Chapel Hill

At the University of North Carolina Chapel Hill, employees belong to various job families, each with its specific salary considerations. Some of these job families include human services, information and education, engineering and architecture, and IT management. It is essential for employees within these job families to have a clear understanding of the salary structures that are specific to their roles and responsibilities at UNC Chapel Hill.

Within each job family, there may be different salary ranges and requirements. For example, faculty members in the human services job family may have different salary considerations compared to staff members in the same job family. Similarly, employees in the IT management job family may have distinct salary expectations based on their level of experience and expertise.

By being knowledgeable about the salary structures and requirements of their particular job families, employees at UNC Chapel Hill can better negotiate fair compensation and understand the potential for career growth within their chosen fields. It is important for individuals to stay updated on any changes to the salary guidelines and to seek guidance from the appropriate departments, such as the Office of Human Resources, when needed.

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