Compensation Analysis
The University employs more than 8,000 faculty and staff. Approximately 4,000 staff are
currently governed by classification/ compensation structures under the authority of the Office of
State Personnel (OSP) for the state of North Carolina, including virtually all FLSA non-exempt
positions in office support/clerical; technical/ paraprofessional; skilled trades; and
service/maintenance realms; as well as some FLSA exempt managerial/ professional positions.
These positions are excluded from the proposed project.
A separate formal compensation structure exists for faculty and "senior administrative and
academic officers" (SAAOs) through the University of North Carolina System. These positions,
too, are excluded from the proposed project.
Rather, the focus of this project is the group of positions that are neither "classified staff" under
the State Personnel System nor faculty/SAAO under the UNC System.
The University employs 1,200 - 1,500 individuals that do not fall under either class/comp
structure described above. These are largely professional positions that meet certain criteria -- as
negotiated between OSP and UNC -- exempting them from coverage under the State Personnel
System, but that are not corps-of instruction-faculty nor "senior administrators" of the institution.
For the positions under consideration, a bachelor's degree is essentially required, and an
advanced degree is usually preferred if not required. A variety of job titles are in use, ranging
from very generic titles that cover multiple positions with a broad range of responsibilities (e.g.,
"program manager"), to single-incumbent titles.
The University desires to group similar positions, with appropriate market benchmarks, into an
efficient and meaningful classification/compensation structure to help support effective and
defensible compensation decisions.
This RFP seeks support for the project that includes an experienced senior project leader and staff
level compensation/job analysts to shepherd this project through conceptual design, to
market/benchmark comparison, to position articulation and assignments of positions into
broadband pay ranges.
This project is envisioned less as a 30,000-foot analysis on class/comp concepts, and more as
enhanced hands-on capacity to supplement the institution's existing HR function. In other words,
we have a pretty good idea what we want to get done; we mostly need manpower to accomplish
in an accelerated and comprehensive fashion.
