Text Size:
Decrease font size
Increase font size

Career Banding Pay Plan Provisions

  1. Only active, permanent full-time, part-time, and time-limited, non-probationary SPA employees are eligible for adjustments under this system. Please note limitations described in bullets numbered 2 through 5 below.
  2. Employees who have an active disciplinary action are not eligible to receive career banding salary increases.
  3. Employees with an overall “Below Good” or “Unsatisfactory” performance rating are not eligible to receive career banding salary increases. Employees with an overall performance rating of “Good” or better are eligible to receive career banding salary increases.
  4. Employees on unpaid leave are not eligible for career banding salary adjustments.
  5. Promotional, new hire and reclassification balances from actions that occurred prior to career banding shall not be recognized after the employee is transferred into a career banded role.
  6. The career banding salary adjustment request will not be reviewed by the Office of Human Resources (OHR) until:

·The requested adjustment is initiated in ConnectCarolina.

· All required supporting documentation is completed and submitted to OHR and/or the HR Facilitator, based on the School’s or Division’s approval process and level of delegated authority.

8.Career banding salary adjustments are effective on a current basis; they are not retroactive (except for actions to adjust salaries to minimum with implementation by OSP of Band Minimum Adjustments). The effective date of any career banding salary adjustment is the beginning of the next pay period in which the department approved the adjustment. The departmental approval date is the date received in OHR, including all required supporting documentation and electronic workflows.

9.Career banding salary adjustments shall not be communicated to employees until after the actions have been approved by OHR.

10. Salary adjustments are not mandatory with the exception of salaries below the overall band minimum for the role, and in certain situations where a salary is over the band maximum (i.e., demotions or reassignments).

11. Salaries paid as a result of recruiting shall not exceed the maximum amount published for recruitment purposes in a vacancy announcement (i.e., the published hiring range that was established, budgeted and approved by the hiring manager).

12. Promotional and re-employment priority: Until career banding is implemented for all job families, employees in career banded roles will be assigned a pay grade equivalency only for promotional and re-employment priority purposes as stated in the State Personnel Manual. The pay grade equivalency is not a determining factor in establishing salaries for employees in career banded positions.

13. Employees in career banded positions are eligible for shift premiums and overtime premiums as allowed through the pay policies in the State Personnel Manual and/or University’s SPA policies.

14. Career banding adjustments may be recommended for temporary position changes or temporary promotions. Existing HR policies must be followed to support and process requests for all dual, acting, temporary and secondary appointments.