SHRA Position Management
The Compensation and Position Management Team consults with and advises University managers and supervisors with the following:
- Establishing new positions and changes to existing positions.
- Organizational structure and compensation issues.
- Evaluation of work assigned to those positions that are Subject to the Human Resources Act of North Carolina (SHRA).
Career Banding is a program developed by the Office of State Human Resources (OSHR) to enable more flexible salary administration and career growth opportunities for state employees. The previous position structure of graded classifications with pay ranges for each grade has been replaced with career bands of broader salary ranges and competency levels within the bands tied to market rates. UNC Charlotte uses a career banded system to promote employee growth and opportunities.
Our team has developed and provided a wealth of information on our website in order to provide you with the information needed to manage your positions.
New Positions: Summary of Steps and Documentation Needed from Manager
Position Description: The description of the position’s purpose, role, and responsibilities; what you are recruiting for SHRA Position). In order to expedite, please speak with your management team to obtain a funding commitment before completing a Proposal Request for a new position through NinerTalent.
Identify Business Need: Proposal Request: Describe the work you need to assign (or re-assign) List the competencies (knowledge and skills) you anticipate the work requiring. Have some idea of available budgeted salary Have confirmation of leadership’s commitment of resources Submit NinerTalent Create New Position Proposal Request When response from HR Consultant received, add job duties and submit to Approver.
Position Description Components:
Career Band – role description; description of work
Functional Competencies – required knowledge, skill and abilities to perform the work
Job Duties – tasks and responsibilities; examples of the work to be done in the job specific to each required functional competency area
Priority Order – ranking of required functional competency areas from most important to least important for successfully achieving business needs Requirements (State Minimum and Preferred Qualifications) Physical Requirements (ADA Checklist)
Within 30 days of the new hire being on board, the manager is required to submit a Work Plan. The work plan section is outlined based on position description and you can add SMART (Specific, Measurable, Aligned, Realistic & Timely) goals that will guide the employee towards what you expect to measure them against. This work plan will be used during the annual evaluation process so it is imperative to think through the work plan, your expectations for this position and how you will measure it.
By the end of the employee’s first six months, a Competency Assessment be completed (via HRMS) to indicate that the person is demonstrating the competencies required for the position and to confirm that the employee is being compensated in the appropriate market range. The competency assessment only needs to be completed at the end of probation if it was not completed within the recruitment hiring proposal. If you find it hard to align the competencies being demonstrated by the employee to the budgeted position level you recruited for, contact your compensation consultant to discuss.
Career banding is the North Carolina statewide classification and compensation system for SHRA employees that focuses on demonstrated competencies as required by the business need of the organization. Employees in the career-banded system are assigned a specific classification and level based on the knowledge, skills, and abilities required for their specific position. Each employee in a career-banded position is evaluated on the competencies they demonstrate in their position.
Each competency is given a rating of Contributing, Journey or Advanced. From these individual competency ratings, an overall competency rating is assigned by the supervisor that reflects the competency level of the employee. The overall level that is assigned to the employee should not exceed the overall level of the position.
For a review of OSHR competency profiles, please explore the classification specifications and select the career band that you wish to review. This will provide you with an overview of the different career bands. Once you have identified the career band that fits your business need, please contact your HR Consultant to obtain a current job description template.
The compensation team will work with managers to identify the most appropriate career band/role/level for the business need. Once the correct career band is identified, the job description can be built based on the appropriate competencies which will support the compensation needs for the position.
Once you are ready to build a new position, or make a change to an existing position, please consult with your HR Consultant as regards the most appropriate course of action.
|Classification Title||Job Family|
|Accountant||Administrative and Managerial|
|Accounting Manager||Administrative and Managerial|
|Accounting Technician||Administrative and Managerial|
|Administrative Support Associate||Administrative and Managerial|
|Administrative Support Specialist||Administrative and Managerial|
|Administrative Support Supervisor||Administrative and Managerial|
|Auditor||Administrative and Managerial|
|Budget Analyst||Administrative and Managerial|
|Budget Manager||Administrative and Managerial|
|Business Officer||Administrative and Managerial|
|Business Services Coordinator||Administrative and Managerial|
|Business Systems Analyst||Administrative and Managerial|
|Executive Assistant||Administrative and Managerial|
|Human Resources Consultant||Administrative and Managerial|
|Human Resources Manager||Administrative and Managerial|
|Human Resources Specialist||Administrative and Managerial|
|Paralegal||Administrative and Managerial|
|Purchasing Specialist||Administrative and Managerial|
|Social Research Assistant||Administrative and Managerial|
|Social Research Specialist||Administrative and Managerial|
|Support Services Associate||Administrative and Managerial|
|Support Services Supervisor||Administrative and Managerial|
|University Program Associate||Administrative and Managerial|
|University Program Manager||Administrative and Managerial|
|University Program Specialist||Administrative and Managerial|
|Broadcast Media Manager||Education and Information|
|Broadcast Media Specialist||Education and Information|
|Broadcast Media Technician||Education and Information|
|Educational Consultant||Education and Information|
|Interior Designer||Education and Information|
|Performing Artist||Education and Information|
|Public Communications Specialist||Education and Information|
|Student Services Specialist||Education and Information|
|Training Specialist||Education and Information|
|University Library Specialist||Education and Information|
|University Library Technician||Education and Information|
|Visual Arts Specialist||Education and Information|
|Architect||Enginnering and Architecture|
|Engineering/Architectural Manager||Enginnering and Architecture|
|Engineering/Architectural Supervisor||Enginnering and Architecture|
|Engineer||Enginnering and Architecture|
|Engineer-Architectural Technician||Enginnering and Architecture|
|Facility Planner||Enginnering and Architecture|
|Landscape Architect||Enginnering and Architecture|
|Environmental Health and Safety Professional||Environmental and Scientific Research|
|Environmental Health and Safety Technician||Environmental and Scientific Research|
|Environmental Specialist||Environmental and Scientific Research|
|Environmental, Health and Safety Program Manager/Consultant||Environmental and Scientific Research|
|Research Operations Manager||Environmental and Scientific Research|
|Research Specialist||Environmental and Scientific Research|
|Research Technician||Environmental and Scientific Research|
|Business Technology Application Analyst||Information Technology|
|Business Technology Application Specialist||Information Technology|
|Business Technology Application Techician||Information Technology|
|IT Manager - Business Technology Application||Information Technology|
|IT Manager - Networking||Information Technology|
|IT Manager - Operations||Information Technology|
|IT Manager||Information Technology|
|IT Manager - Systems||Information Technology|
|IT Manager - Technology Support||Information Technology|
|IT Operations Analyst||Information Technology|
|IT Operations Technician||Information Technology|
|IT Project Analyst/Manager||Information Technology|
|IT Project Program Manager||Information Technology|
|IT Security Specialist||Information Technology|
|Networking Analyst||Information Technology|
|Networking Specialist||Information Technology|
|Networking Technician||Information Technology|
|Operations & Systems Analyst||Information Technology|
|Operations & Systems Specialist||Information Technology|
|Operations & Systems Technician||Information Technology|
|Systems Programmer Analyst||Information Technology|
|Systems Programmer Specialist||Information Technology|
|Technology Support Analyst||Information Technology|
|Technology Support Specialist||Information Technology|
|Technology Support Technician||Information Technology|
|Building Environmental Services Manager||Institutional Services|
|Building Environmental Services Supervisor||Institutional Services|
|Building Environmental Services Technician||Institutional Services|
|Grounds Services Technician||Institutional Services|
|Property Security Officer||Law Enforcement and Public Safety|
|Property Security Supervisor||Law Enforcement and Public Safety|
|Public Safety Director||Law Enforcement and Public Safety|
|Public Safety Officer||Law Enforcement and Public Safety|
|Public Safety Supervisor||Law Enforcement and Public Safety|
|Public Safety Telecommunicator||Law Enforcement and Public Safety|
|Public Safety Manager||Law Enforcement and Public Safety|
|Licensed Practical Nurse||Medical and Health|
|Medical and Health Program Consultant||Medical and Health|
|Medical Diagnostic Technician||Medical and Health|
|Medical Lab Supervisor||Medical and Health|
|Medical Lab Technician||Medical and Health|
|Medical Nursing Assistant||Medical and Health|
|Medical Records Manager||Medical and Health|
|Nurse Consultant||Medical and Health|
|Nurse Director||Medical and Health|
|Nurse Practitioner||Medical and Health|
|Nurse Supervisor||Medical and Health|
|Nutrition Specialist||Medical and Health|
|Pharmacist||Medical and Health|
|Pharmacy Technician||Medical and Health|
|Physician Assistant||Medical and Health|
|Professional Nurse||Medical and Health|
|Electronics Specialist||Operations and Trades|
|Facilities Superintendent||Operations and Trades|
|Facilities Maintenance Supervisor||Operations and Trades|
|Facilities Maintenance Technician - Building Trades||Operations and Trades|
|Facilities Maintenance Technician - Mechanical Trades||Operations and Trades|
|High Voltage Distribution Specialist||Operations and Trades|
|High Voltage Distribution Supervisor||Operations and Trades|
|Specialty Trades||Operations and Trades|
|Utilities Plant Operations Supervisor||Operations and Trades|
|Vehicle Equipment Operator||Operations and Trades|
|Vehicle Equipment Repair Technician||Operations and Trades|
The Career Banding Employee Advisory Committee is charged with reviewing our overall Career Banding programs to ensure that employees are being treated fairly in opportunities for career development and compensation. The committee will be updated on proposed career banding programs and offer input regarding its effectiveness, efficiency, and equity to employees. The committee will be responsible for:
- Reviewing the career banding programs to ensure consistency and fairness.
- Advise management on needed changes and improvements.
- Serves as a forum for employees to raise questions concerning career banding policy as well as to recommend improvements in the policy.
- Serves as a liaison between employees within their respective Divisions and the UNC Charlotte Department of Human Resources
- Report findings from the committee back to the AVC of Human Resources and the Office of State Human Resources.
Members shall serve a term of two years. Based on the size and demographics of our University, fifteen members representing various SHRA work teams have been selected for this first term. In addition, during the first meeting a chairperson and vice-chairperson will be elected by the committed members along with a recorder. Efforts shall be made to appoint new members or reappoint current members in a staggered manner in order not to disrupt cohesiveness and/or work of the committee when changes are warranted.
For all issues to be decided upon by the committee, a simple majority rule should apply. The chairperson should not serve as a voting member except in the case of a tie wherein he/she may cast one vote. No proxy votes should be allowed.
Once you are ready to build a new position, or make a change to an existing position, please consult with your HR Consultant as regards the most appropriate course of action. Anyone of our team members can assist you, but here is a general outline of how our team assists the University.
- Kieffer Gaddis, executive director of staff position, employment & performance management: 704-687-0654, firstname.lastname@example.org
- Create New Position Description
- Modify Position Description
- Rachel Pierson-Bonin, HR Consultant: 704-687-0655, email@example.com
- Create New Position Description
- Modify Position Description
- Steve Barnhart, HR Consultant: 704-687-0657, firstname.lastname@example.org
- Temporary Career Progression Adjustment
- Market Adjustment
- Supervisor Change
- Change/Extend Funding Source
- FTW Change
- NinerTalent Access
- NinerTalent Navigation
- User Type changes or access in NinerTalent
- Banner entry/reconciliation of SHRA position & job information
Salary Increase Requests
Definitions of salary increase terms may be found in the Salary Administration Plan.
There are three (3) terms used to define the different types of SHRA position actions which may result in a salary increase:
- Career Band Change or Reallocation - the duties have changed so completely that the former career band and its set of competencies do not address what is needed to accomplish the work done by the position. This is a change from one career band to another career band - "reallocation" is the term used.
- Position Competency Level Change - the duties have changed so that a new level of competency is required to do the work. The competency levels are tied to salary market ranges, so that if the overall level of required competency changes from Contributing to Journey or from Journey to Advanced, a salary increase may be possible.
- Career Progression Increase - the duties have changed, but not to the extent that a level or a career band change is justified. The career band and overall level remain the same, but some competencies are being required and demonstrated at a different level. This may allow for an increase within the competency level range.
Note: All SHRA salary increase requests must be submitted through NinerTalent via the Modify PD action.
More information can be found at PIM 56: Salary Adjustments for Career Banded Employees.