Round of Applause Awards
Congratulations to the following individuals who have received Round of Applause recognition from their colleagues! To nominate a co-worker for the Round of Applause Award, visit the online nomination form.
To: Chief Human Resources Officers, Academic Human Resources Leads
Several of you have inquired about the ability for constituent institutions to accomplish some form of “locally” funded annual raise process (ARP) or one-time bonus opportunity with what very limited institutional resources might be available in spite of the lack of an enacted State Budget and a regular ARP process.
At this time, substantive efforts remain under way to seek State appropriations for the University’s ARP process when the General Assembly returns in late April. While we cannot forecast the final outcome of these efforts, Interim President Roper does not intend to authorize any locally funded ARP or one-time bonus process until we have a better sense of what is possible when the General Assembly returns to session. To conduct any institution-wide processes at this time will be counterproductive to the System’s efforts to seek relief from the budget impasse and to obtain much needed salary support for all of our institutions. In addition, without an enacted State Budget or “mini-bill,” an ARP or bonus process would not be possible for the University’s SHRA employees.
We will re-evaluate our position in this matter as the fiscal year progresses and developments warrant. In the meantime, you are reminded that with appropriate discretion, our standing salary administration procedures may be used to address high-priority labor market, equity, and retention needs as well as promotions, reclassifications, and significant added duties. The standards for these type of adjustments are no different than at any other time, and can be considered on a case-by-case basis. As always, they must be well-justified, proportionate, and consider other similarly situated individuals.
If you have questions regarding the salary increase request process, please contact any member of the System Office Human Resources Classification and Compensation team.
Sent on behalf of Kimberly van Noort and Matthew S. Brody:
To: Chief Academic Officers
As you know, the System Office has been working on developing a system-wide faculty salary analysis tool (FacSAT) that will provide information on the competitiveness of faculty compensation to various bodies, including the Board of Governors, the Faculty Assembly, and the North Carolina General Assembly. Ultimately, the purpose of this tool is to provide more standardized metrics on faculty salary competitiveness across the University System in comparison to relevant labor markets and to support future funding requests to address faculty labor market and salary compression.
The accuracy of these metrics depends on various data elements submitted by constituent institutions to the System Office for the Human Resources Data Mart. One of the more critical data elements is the faculty classification of instructional programs (CIP) code, which is used to derive faculty discipline for purposes of compensation comparisons.
We recently asked each institution to complete a brief survey that identified how every institution maintains and reports CIP code to the Human Resources Data Mart. The results of that survey confirmed that this reporting is inconsistent from institution to institution, with some reporting the CIP code of the faculty member’s highest earned degree (which is also carried in a separate Data Mart field specifically intended for that purpose), while others are reporting the CIP code based on either the faculty member’s home department or the discipline in which the faculty member spends the majority of their time conducting teaching or research. Given requests for System-wide faculty compensation data by the Board of Governors, there is some urgency to addressing this inconsistency. Therefore, we are asking for your assistance with the following two action items.
First, as an interim measure, we will very shortly provide your Institutional Research (IR) Office with a list of all of your permanent (benefits-eligible) faculty members as reported by HR Data Mart. We will ask that your IR Office return this file to the System Office with an accurate CIP code associated with each faculty member’s area of primary teaching or research. If for whatever reason, your IR Office does not presently have an accurate way to produce that information given limitations with current data sources, then as a temporary measure, the CIP code associated with the faculty member’s home department can be provided. While the former is preferred, we will offer the latter as an option given the rapid turnaround time that will be associated with this data request. There will be a very short two-week turnaround time associated with this request once released in order to have adequate time to prepare for an upcoming BOG presentation. You do not need to take any action on this request right now, but specific instructions will be sent to your IR Director. We apologize in advance for the short turnaround time of this request and appreciate your assistance.
Secondly, no later than October 1, 2020, the System Office will require that each institution submit via existing fields in the Human Resources Data Mart two CIP codes with the following definitions:
CIP for Highest Degree: Report the six-digit CIP code associated with the faculty member’s highest degree. If the faculty member has multiple advanced degrees, report the CIP code for the degree most relevant to the faculty member’s principal area of teaching, research, and/or service.
CIP for Primary Faculty Discipline: Report the four-digit CIP code associated with the faculty member’s primary faculty rank/appointment. If the faculty member holds multiple ranks/appointments, then the discipline that represents where the majority of the faculty member’s teaching, research, and/or public service is performed should be used.
We appreciate your support and that of your IR and/or Human Resources teams to address this critical reporting need. If you have questions on this matter, please do not hesitate to reach out to either of us. If your IR or Human Resources team members have questions, they may contact either of the following System Office contacts: Diane Marian, Interim Vice President for Data and Analytics, or Keith Dupuis, Director for Compensation Programs.
The Spring 2020 Title IX Symposium is scheduled for March 12, 2020, from 8:30am to 4:00pm, at the Center for School Leadership Development in Chapel Hill, NC.
Registration is now open. Attached a detailed agenda and a sheet on local hotel accommodations with reserved blocks of rooms at discounted rates.
Regarding the agenda, we plan to dedicate a portion of the morning to Title IX matters involving faculty and staff, so this session may be particularly useful for the personnel you interact with regularly. These sessions will be led by Gina Maisto Smith, and Devon Turner Riley, of the law firm Cozen O’Connor’s Institutional Response Group.
Please feel free to distribute registration information as you see fit. Space is limited, and based on our responses so far, we expect to reach capacity. Registration link below:
REGISTRATION: Spring 2020 Title IX Symposium
UNC System – Spring Title IX Symposium Agenda
Attached is the template for the Annual HR Compliance Report, covering fiscal year 2018-2019. The report is nearly identical to the previous year’s template with only some modest changes, including:
- Adding more specific questions on vehicle allowances
- Adding a column for new hires that distinguishes between external hires within and without the UNC System
- Making slight changes to IRIT Codes based on the new IT Professional IRIT class
This year, we ask that campuses receive word that their Plan has been successfully reviewed before implementing any changes to their SAAO-II ranges.
Given the sensitivity of that, we’d like to collect your final responses by Friday, April 10, which will give you just over 2 months. If for any reason that schedule creates coordination issues with your planned BOT meetings, please contact me, and we’ll discuss an alternate submission day. We are happy to begin work on this sooner, too.
Any questions about the report can be sent directly to me. If you have concerns or feedback on the template itself, please let me know; and I’ll be sure to communicate any minor adjustments or tweaks with all possible haste.
FY18-19 Annual HR Compliance Report – Final Template
Chief Human Resources Officers,
I am sure many of you have been following emerging developments regarding the 2019 Novel Coronavirus (2019-nCoV), Wuhan, China. While potential impacts of this virus are unclear at this time, this is a good opportunity to remind of the existence of UNC Policy 300.2.15, which is the “UNC System Pandemic and Communicable Disease Emergency Policy.” A copy of this policy is attached and it can also be accessed directly using the on-line UNC Policy Manual in Chapter 300.
This Policy sets forth various guidelines and protocols with respect to public health emergencies and related requirements for UNC System constituent institutions.
I would ask that you take this opportunity to review with your team and your institution’s leadership that appropriate procedures are in place to carry out the requirements of this policy and generally ensure appropriate levels of preparedness for public health events.
For your information, the U.S. Centers for Disease Control and Prevention (CDC) has also established an informational page on the 2019-nCoV.
Pandemic and Communicable Disease Emergency Policy
Alexis went above and beyond to assist me in completing a complicated evaluation report. What initially began with me asking her to assist with just one quick thing on a graph turned into her spending several hours creating high quality graphs and charts for the report. As always her work was high caliber and despite a few challenging charts she kept a positive attitude and conducted her own research to figure out how to display the data in the most effective way.
Nominated by Bethany Meighen
Lisa has been my printing goddess recently. When I’m out of the office, I know she will proactively print off the documents I’ll need when I get back. Having the paperwork ready and waiting saves me time and aggravation since I don’t have to comb through emails to find what I need. Thanks Chucky!
Samantha should receive a round of applause award daily for the intangible things she does in our office. She constantly encourages our team to perform to a higher standard, by promoting collaboration, lifting up her colleagues and choosing the exact path to follow. Applause is needed.
Nominated by Jason Tyson
Angie always, ALWAYS, thinks ahead and anticipates what you need before you even know you need it! We so appreciate her!!
Nominated by Michelle Soler