Job Posting, Recruitment and Selection in Career Banding
SHRA position openings listed on The University of North Carolina at Chapel Hill website must include:
- Closing Date
- Date First Posted
- Department Name/Number
- Description Of Position Duties
- EOE Statement
- Essential Skills
- Full-Time/Part-Time Status
- Hiring Range
- Knowledge And Abilities
- Permanent/Time-Limited Status
- Position Competency Level
- Position Number
- Position Title
- Position/Work Schedule Requirements
- Preferred Qualifications
- Salary Grade Equivalent
- Special Physical/Mental Requirements
- State Minimum Education/Experience
- Working Title
The following information must be included in every external advertisement for an SHRA position:
- Position Title (official banded classification/role and/or working title)
- Minimum education, experience and skill requirements
- Salary/hiring range information
- Position summary/description of work
- The link to where an applicant can find complete information about the position and instructions for applying
- The indication that we are an Equal Opportunity Employer (i.e., the letters “EOE”)
The following language is approved for use to satisfy the last two of the above requirements: “To apply, see our website: jobs.unc.edu to complete an online application. Please reference Position #### and Department #### when applying. EOE.”
In addition, the following information may be included at the hiring manager’s discretion:
- Preferred education, experience and skills
- Information about UNC-Chapel Hill and the surrounding area
The career banding system recognizes that competitive pay levels encourage excellence of performance. The system accomplishes this by emphasizing competencies required for the position and aligning compensation with market pay related to the position and its competencies. A major goal of career banding is the increased ability to recruit, retain and develop a qualified, motivated, and diverse workforce.
Managers are accountable for making, justifying and documenting fair, consistent, non-discriminatory and fiscally responsible recommendations and decisions with regard to managing compensation and internal pay alignment. Managers are responsible for ensuring fair and consistent application of pay factors in the salary offer process. Managers have flexibility in posting a hiring range from the minimum of the band to one dollar less than the market rate of the next higher competency level.
Managers may post the entire band for a position at the advanced competency level. Managers shall consider competency level guidelines and pay factors as they establish the hiring range. This will help facilitate a clear understanding to prospective applicants of not only what the hiring manager is willing to pay, but what s/he is able to invest in that position.
Classification & Compensation in the Office of Human Resources will continue to publish competency level guidelines to assist in managing salary growth within a fair and non-discriminatory framework. Salaries are expected, but not required, to be within the competency level guidelines assigned for the position. The hiring manager’s posted hiring range for a position may match, exceed or be more restrictive than the competency level guidelines. The approved salary offer must be within the advertised hiring range.
For example, if a position is classified at the contributing competency level, and a manager chooses to advertise a hiring range that exceeds the contributing pay range, the manager has the flexibility to pay up to one dollar less than the journey market rate. Likewise, if a manager chooses to advertise a hiring range for a journey level position at the contributing range, s/he has the flexibility set pay as low as the band minimum for that particular pay band. The manager is accountable for fairly applying the pay factors and documenting the justification to his/her ECC Consultant for proposing a salary offer that is above or below the assigned competency level.
- The salary offer for a candidate for a position with required competencies at the contributing competency level must be below the journey market rate, but not below the minimum of the overall career band for the role. There will be no annual SHRA, full time salary below $31,200.
- The salary offer for a candidate for a position at the journey competency level shall generally be within the journey market rate guidelines, unless financial resources or other pay factors prevent this.
- The salary offer for a candidate for a position at the advanced competency level shall generally be above the journey market rate guidelines, unless financial resources or other pay factors prevent this. Salaries shall not exceed the maximum of the overall career band for positions at the advanced competency level.
- Salaries paid as a result of recruiting shall not exceed the maximum amount advertised, nor be lower than the minimum amount advertised for recruitment purposes in a vacancy announcement. The advertised hiring range that was established, budgeted and approved by the hiring manager must be applied to employment offers.
A salary offer shall not be communicated to a job applicant/candidate until after the proposed selection and offer has been approved by the Talent Acquisition Partner, unless a school or department has previously obtained delegated authority to do so from OHR.
Managers will formally assess and document the demonstrated competencies of employees entering into career banded positions (new hires, agency transfers, voluntary transfers, branch/role/competency level changes) within 90 days and in conjunction with the annual performance appraisal process.
If a position is posted with a specific hiring range and the career bands are later adjusted by OSHR due to labor market rate movement, the hiring manager must continue to recruit within the original advertised hiring range. The position would need to be reposted in order to use the adjusted career band rate; this is required to ensure compliance with Federal EEO laws and regulations.
The only exception to this reposting requirement would occur when a previously advertised hiring range minimum falls below the new band minimum; no salary offer can be below the minimum of the overall career band for the role at the time of hire. Managers should review hiring ranges in light of such market adjustments by OSHR to maintain internal pay alignment and ensure fair and consistent application of pay factors.
Salary with reinstatement from Leave Without Pay into a previous position will be at the previous rate (including mandatory salary adjustments) unless a higher rate is justified based upon the pay factors.
When an employee transfers from one University position to another, the Employment & Staffing Consultant compares the journey market rate of the employee’s current branch/role to the journey market rate of the new branch/role to determine if the transfer is a promotion, lateral or reassignment.
Until career banding is implemented for all job families in all State agencies and universities, employees in career banded roles will be assigned a salary grade equivalency only for promotional and RIF reemployment priority purposes as noted in the State Personnel Manual. For employees applying for positions in a different classification system than their current system, from graded to banded or vice versa, a salary grade equivalent is assigned for each competency level within a career banded role to determine if the action is a promotion.
The salary grade equivalent is not used when determining the promotional priority for a State employee who is currently in a banded role and is applying for another position in a banded role. The salary grade equivalent is not used when determining the RIF priority for a RIF applicant who was in a banded role at the time of the RIF notification and is applying for another position in a banded role.
The salary grade equivalency is not a determining factor in establishing salaries for employees in career banded positions.