2018 Annual Enrollment Now Complete

November 2, 2017

The annual benefits enrollment period ended Oct. 31, and a large majority of UNC-Chapel Hill employees took action, with 89% of employees enrolling in their benefits before the deadline. This high level of engagement can largely be attributed to the Benefits and Leave Administration team’s on-campus involvement and in-person instruction. Before and during the month-long enrollment period, the Office of Human Resources Benefits and Leave Administration team:

  • Conducted over 30 enrollment presentations to departments across campus
  • Taught “Train the Trainer” sessions to those assisting employees in enrollment
  • Hosted 13 “Rock Enroll” in-person assistance labs at the Administrative Office Building, including sessions for employees who work second and third shifts.

For 2018, one major difference from last year’s enrollment was the elimination of the Consumer Directed Health Plan (CDHP). Employees this year could choose between either the 70/30 plan and the 80/20 plan.

During last year’s 2017 enrollment:

  • 1,370 employees enrolled in the Consumer Directed Health Plan (CDHP)
  • 3,497 employees enrolled in the 70/30 plan
  • 7,2,79 employees enrolled in the 80/20 plan

During this year’s 2018 enrollment:

  • 3,697 employees enrolled in the 70/30 plan
  • 8,561 employees enrolled in the 80/20 plan

Let’s Get Social: WSEE on Social Media

October 30, 2017

The Workforce Strategy, Equity and Engagement Division (WSEE) comprises three offices at UNC-Chapel Hill: the Office of Human Resources, Equal Opportunity and Compliance, and Diversity and Inclusion. One of the best ways to keep up with important news and events from these offices is to follow us on social media.

UNC Office Of Human Resources (OHR)

Facebook: @unc.ohr or UNC-Chapel Hill Human Resources
Instagram: @unc_hr (UNC-CH Human Resources)
Twitter: @unc_hr (UNC Human Resources)

Equal Opportunity and Compliance (EOC)

Facebook: @HeelsUnitedUNC or Heels United for a Safe Carolina
Instagram: @heelsunitedunc (Heels United)
Twitter: @HeelsUnitedUNC (Heels United UNC)

Diversity and Inclusion (D&I)

Facebook: @UNCDiversity (UNC Diversity & Inclusion)
Twitter: @UNCDiversity (UNC D&I)



2017 & 2018 Holiday Calendars

October 27, 2017

As we approach the holiday season, this is a reminder of the 2017 holiday calendar published last year. We are also publishing at this time the 2018 holiday calendar. The calendars can be accessed on the Leave & Holidays page of this website.

Some departments have essential work that must be done (related to research, healthcare, safety, etc.) and designated employees report to work regardless of state, federal, or University holidays. SHRA employees who work on designated holidays will be paid holiday premium pay, in addition to hour for hour compensatory time up to 8 hours daily. Employees can use annual leave, bonus leave, or accrued compensatory time to cover University Closed Days, as State guidelines do not permit the University to pay premium holiday pay for University Closed Day(s) during Winter Break. Special arrangements will be made for employees hired just before a Winter Break who have not accrued sufficient leave.

If you have any questions about the holiday schedule, please contact the Benefits and Leave Administration unit in the Office of Human Resources at 919-962-3071 or benefits@unc.edu.

This message is sponsored by: Office of Human Resources | Workforce Strategy, Equity and Engagement Division

2017 Clery Report now available

October 1, 2017

The 2017 Annual Security Report for the University of North Carolina at Chapel Hill is now available online at: http://police.unc.edu/securityreport.

The Annual Security Report (ASR) includes statistics for the previous three years (2014, 2015, and 2016) concerning reported crimes that occurred on campus, on certain properties owned or controlled by the University, and on public property adjacent to the campus.

The report also includes institutional policies concerning campus security, including crime reporting procedures, emergency response and notification, sexual assault response procedures, and other matters. In the report, you will also find information about the University’s drug and alcohol policies, and associated disciplinary proceedings; information about the health risks of certain drugs and alcohol; and available substance abuse treatment options.

Included with the 2017 Annual Security Report is the 2017 Fire Safety Report, which includes statistics regarding fires that have occurred within campus housing over the past three years (2014, 2015, and 2016), information about fire safety devices installed in each campus housing unit, and information about the University’s fire safety policies.

You can access the report by clicking on the link above, or you may obtain a paper copy of the report upon request by contacting the UNC Police Department (919) 962-3951 or in person.

View Report


New Look for Direct Deposit Paystubs

September 17, 2017

To: All University Employees
From: Walter Miller, Director of Payroll Services

Each time you are paid, you receive a direct deposit paystub which provides a statement of your earnings and deductions for that pay period.  It has been three years since the implementation of ConnectCarolina, and the time is right to take advantage of system features that will give you more useful information in the paystub (also called an “advice”).

Beginning in October, your paystub will have a new look that provides more information about earnings and deductions, which are frequently requested by employees like you. Here is what to expect with the new-look paystub:

  • Nothing about your pay is changing – only the way the paystub looks.
  • The new paystub will include the information on the current paystub, plus several updates and some additional information:
    • Hours and Earnings – All additional pay beyond base pay will be listed on the paystub. SHRA Non-exempt (hourly) employees will see their hours itemized.
    • Employer-paid benefits – All employer-paid benefits will be listed on the paystub. This new section shows what the employer pays on the employee’s behalf, for example, for employer health care and retirement contributions.  Also in this section are taxable fringe benefits such as employee gifts, prizes and awards, and taxable stipends and allowances.
    • Federal taxable gross – In addition to Total Gross, this section shows your Federal Taxable Gross income, and the year-end total will match box 1 on your W-2.
    • Leave data – This section will include the date the leave is valid through, so that it is easier for you to determine how much leave you have earned and used that year. As always, TIM is the data system of record for leave and should be accessed when questions arise.
  • The display location and format of most items on the paystub will be different. The information is accurate but will have a different look.
  • A preview of the paystub, an explanation of changes, a paystub changes poster and a continually updated list of frequently asked questions is available online at:http://go.unc.edu/paystub/.
  • Paystubs issued in October will be in the new format (Oct. 13 and Oct. 27 for biweekly pay dates, and Oct. 31 for monthly pay dates).

This memorandum is provided so that you will have advance notice of the new look for your paystub beginning next month. The go.unc.edu/paystub/ webpage provides a preview and explanation of the changes to the paystub. You can also ask your School/Division HR Office for more information or contact payroll@unc.edu.

Thank you.

This message is sponsored by: Payroll Services

Requirement For BOG Reporting and Consultation For Certain Salary and Position Actions

August 3, 2017

Section 35.24 of the Current Operations Appropriations Act of 2017 sets forth new requirements for the University to report to and consult with the Board of Governors (BOG) regarding certain human resources salary and position actions.

Effective July 1, 2017, the new requirements require reporting and consultation with the BOG for:

  • Any salary adjustment where the employee’s June 30 or current total proposed compensation (including supplements or other temporary compensation) is $100,000 or greater and the proposed salary increase is five percent or greater
  • Creation of new SHRA and EHRA NF permanent or temporary positions or appointments with an associated salary budget of $70,000 or more


  1. Salary increases associated with faculty rank promotions that have an effective date of July 1, 2017 are exempt from this requirement.
  2. In an attempt to honor decisions and actions that were in process prior to the above noted July 1, 2017 effective date, any salary or position action that had received final approval as of July 5 is notsubject to the new process.
  3. The SHRA legislative increase will not count toward the five percent increase calculation because the SHRA legislative increase is an across the board increase. However, please note: because the EHRA annual raise process is not an across-the-board increase, it will be subject to this process.

Under the new requirements, affected actions will be submitted as they are received to General Administration HR. GA HR will report all actions to the BOG Chair and the Chair of the Board’s Personnel and Tenure Committee on the first and fifteenth of each month, for their review within five days. After this period, institutions will be notified if the action can proceed or if additional review is required.

Note: The vast majority of the campus process will remain the same as it currently stands. In certain circumstances, additional information – such as budgeted salary for new SHRA and EHRA positions or faculty/post-doc/etc. appointments that are not position-based – will be required. For SHRA and EHRA Non-Faculty positions, the budgeted salary amount should be included in the Allocated Budget Amount or the Comments section of the ePar when the initiating the new position action in ConnectCarolina.

Please see the following memo for additional information:
Memo on 2017 Legislative Rules

Legislative Update

July 28, 2017

This is to inform employees about certain requirements passed by the General Assembly in their most recent session. After the budget legislation passes, the Office of State Human Resources and UNC General Administration typically provide guidance on how individual requirements included in legislation are to be implemented. We are still awaiting specific guidance on many legislative actions, and we will continue to update you as we receive this information.

SHRA Legislative Increase

The Appropriations Act of 2017 provides a $1,000 salary increase to the June 30, 2017, salary for eligible SHRA employees effective July 1, 2017, with no consideration of the maximum of the range.  A pro-rata amount applies for eligible part-time employees.

Additional eligibility criteria include:

  • Employees with permanent (full-time/part-time), probationary, and time-limited appointments are eligible, including those permanent full-time employees who work a 9-, 10-, or 11-month work schedule.
  • The increase does not apply to employees who leave state service prior to July 1, 2017, or to employees hired effective July 1, 2017, or later.
  • Employees on an approved leave of absence without pay receive the legislative increase when they return to work.
  • Employees are eligible for the increase without consideration of performance ratings or disciplinary actions.
  • Longevity payments for July will be calculated to reflect the legislative increase.
  • All eligible employees will receive the increase, regardless of their funding source.

For UNC-Chapel Hill employees, the SHRA legislative increase will be reflected in the August 18 paycheck, paid retroactive to July 1.

The Office of State Human Resources has also adjusted the career banding pay ranges to reflect the last two across-the-board SHRA legislative increases (1.5% in 2016 and $1000 in 2017). The contributing, journey, and advanced market rates and the range maximums have been increased. The minimums of the ranges will remain the same. An updated listing of the pay bands is available on the OHR website.

EHRA Annual Raise Process

We have not yet received guidance on the EHRA annual raise process from UNC General Administration. We will provide that information when it is issued.

Bonus Leave Award

The General Assembly has awarded 24 hours (three days) of bonus leave to all full-time, permanent employees who earn leave, effective July 1, 2017. We have not yet received guidance on the bonus leave implementation, but it has already been added into TIM. Therefore, employees can begin using the bonus leave awards as of July 1.

As noted in the legislation, leave is credited on a pro-rata basis for eligible part-time employees. This leave will not expire and is not paid out if the employee leaves state service.

Nothing Could Be Finer: Summer Fun At Carolina

July 13, 2017

Summer is upon us, and the majority of our students are on vacation, exploring the world, and learning new things on internships. Don’t get left out! From “lunch time climb” rock climbing to Fridays on the Front Porch, we have plenty of ways for you to have summer fun right here in Chapel Hill. Share additional ideas with us on Twitter (@unc_hr), Facebook (facebook.com/unc.ohr) or Instagram (@unc_hr).

Lunch Time Climb at Fetzer Gym

Faculty and staff are invited to the “Lunch Time Climb” at Fetzer Climbing Wall, held each Friday from 11:00 a.m. until 3:00 p.m. throughout the summer.

Located on the second floor of Fetzer Gym, the Fetzer Climbing Wall features 2,500 square feet of climbing space. Fetzer has UNC’s most challenging climbing space, demonstrated by their two separate areas specifically constructed for bouldering. Learn more.

Movies Under the Stars at Boshamer Stadium

Come out to Boshamer Stadium, home of UNC Baseball, on Thursday nights for “Movies Under the Stars.” These family-friendly, sports-themed films will be shown free of charge and with popcorn! Movies start at 8:30 p.m. Learn more.

Here’s what will be showing:

  • July 13: Kicking & Screaming
  • July 27: Cars
  • August 10: Space Jam
  • August 17: Remember the Titans

Fridays on the Front Porch at The Carolina Inn

What better way to end the work week than with music, food and friends on the lawn or the shady front porch of the beautiful Carolina Inn? Every Friday (weather permitting) through October 13, from 5:00 until 8:00 p.m., the Carolina Inn will host Fridays on the Front Porch (“FOFP”). No cover charge or reservations required! Learn more.

Here’s what you can look forward to at FOFP in the coming weeks:

July 14
Music from Counter Clockwise and food from Barone Meatball

July 21
Music from Fireside Collective and food from Chirba Chirba Dumplings

July 28
Music from Acoustic Manner and food from Chicknque Eastern N.C. BBQ

August 4
Music from Counter Clockwise and food from Napoli Wood-Fired Pizza

Edible Campus UNC & North Carolina Botanical Garden

Edible Campus is a program of the North Carolina Botanical Garden that creates working landscapes across the UNC- Chapel Hill campus to facilitate student engagement in topics of food and agriculture sustainability. Edible Campus UNC always welcomes new volunteers to do basic planting, weeding, and watering. They also offer opportunities to help with marketing, outreach and education projects. Learn more.

The North Carolina Botanical Garden is a “conservation garden,” whose guiding mission is to inspire understanding, appreciation, and conservation of plants and to advance a sustainable relationship between people and nature. The garden is open to the public Tuesday through Saturday, from 9:00 until 5:00 p.m. Learn more.

Kessing Outdoor Pool & Pool Parties

Kessing Outdoor Pool is an L-shaped pool with six 25-yard lanes and six 50-yard lanes, ranging from three to six feet in depth. This seasonal outdoor facility offers the community a chance to enjoy both aquatics and fresh air. The Kessing Outdoor Pool is located directly behind Woollen Gym and is ADA compliant. Admission to the pool is included with your campus recreation membership.

Learn more:
Kessing Outdoor Pool
Employee Recreation at UNC
Outdoor Pool parties

Organizational Change: Navigating A Complex System

July 12, 2017

John F. Kennedy said, “Change is the law of life.” William Frey from the Office of Human Resources Organization & Professional Development team offers some tactics that will help you make the most of your change opportunities.

Organizational change is notoriously challenging. According to research, over 70% of change efforts fail. Because organizational change involves many factors and systems and is therefore inherently complex, we need to plan for both the human responses and the tasks to be done. The more systems (such as environment, culture, and leadership) are accounted for, the greater the chance of success.

John Kotter describes eight tasks for leading change, some of which are sequential and some overlapping:

  1. Establish a sense of urgency: identify organizational crises and opportunities.
  2. Form a powerful guiding coalition: assemble a team of influential people.
  3. Create a vision and strategies: clarify where you are heading and how you’ll get there.
  4. Communicate the change vision: share the vision and strategies influentially.
  5. Empower broad-based action: remove obstacles, change structures, and encourage relevant risk-taking.
  6. Plan and generate short-term wins: make visible the incremental performance improvements.
  7. Consolidate improvements and produce more change: change policies, tasks, and people to continuously implement the vision.
  8. Institutionalize new approaches: recognize and reward new behaviors and ensure leader development.

People are resistant to change when they perceive a threat to their current safety. Neuroscientist David Rock describes five factors (abbreviated as SCARF) which influence our perception of safety:

  • Status: our sense of worth and importance relative to others
  • Certainty: our sense of familiarity with what might happen
  • Autonomy: our sense of control, influence, and mastery over actions and events
  • Relatedness: our sense of connection, belonging, and trust
  • Fairness: our sense of equity and respect

Frequent, clear, and consistent communication is vitally important, especially when it addresses the SCARF factors of perception. According to William Bridges, most people naturally go through three transitional stages in response to change, different people transitioning at different rates:

  1. Active resistance and discomfort, including anger, frustration, and sadness
  2. Transition from the old ways, including uncertainty and confusion
  3. Beginning anew, including higher energy, openness, and commitment

We can’t quickly force people through the three stages, but with patience, persistence, and the wise use of these models, we can guide them through their experiences so that they are ready in the end to work with the change. Once again, communication will be key. Additionally, people will need to feel intrinsically motivated (tap into their sense of purpose) and to feel competent about the skills required in the new organization.

Because organizational change is complex and variable, you are wise to seek the help of professionals who are trained in leading change well before you begin your change process. Please contact Organization & Professional Development (919-962-2550, training_development@unc.edu) for more information.

Alexander Named Chief Diversity Officer

July 11, 2017

Vice Chancellor of Workforce Strategy, Equity & Engagement Felicia A. Washington, J.D., announced that effective Aug. 1, Dr. G. Rumay Alexander will be filling the vacant position of Associate Vice Chancellor for Diversity and Inclusion following a University-wide search.

Dr. G. Rumay Alexander

“Rumay’s leadership in diversity and inclusion at UNC-Chapel Hill is well-known across campus,” Washington said. “I am excited about what lies ahead for diversity and inclusion at Carolina.”

Dr. Alexander has been serving as Special Assistant to the Chancellor since January 2016 and as Interim Chief Diversity Officer since July 2016. She is also the chair of the Faculty Committee on Community and Diversity, and has been on faculty at the School of Nursing since 2003. Her career spans more than 21 years in the areas of public policy, advocacy, teaching, and health careers development with an emphasis on cultural diversity.

In addition to her faculty position, Dr. Alexander has held a secondary appointment as director of the Office of Inclusive Excellence in the School of Nursing for 13 years, and she has also provided leadership and resources in the Gillings School of Global Public Health and the School of Dentistry. Her compelling record of advocacy for equity and inclusion and demonstrated record of implementing transformative inclusion practices is also recognized nationally, as she is president-elect of the National League for Nursing.