SHRA

What is SHRA?

As a State entity, the University of North Carolina (UNC) system is subject to the State Human Resources Act.  University positions are administered in accordance with the provisions and requirements of that Act and the positions covered by the Act are referred to as SHRA (Subject to the Human Resources Act) positions. Click here to find the comparison between SHRA and EHRA employees.

SHRA positions are classified into banded classes based on competencies required for the position and demonstrated by the employee and the pay bands are based on labor market rates determined by the Office of State Human Resources for each banded class.  The Classification and Compensation unit of the Division of Human Resources maintains the integrity of the State of North Carolina’s career banding program for SHRA employees, as well as the Department of Labor’s prescribed Fair Labor Standards Act regulations.

Common Terminologies for SHRA Positions

Competency Levels – Each competency is further described in what one would see, hear, or measure when an employee is demonstrating proficiency - for that particular competency. Level of the position (C, J, A) as determined by the business need of the organization.  The Career-banding system in North Carolina has three competency levels. They are Contributing, Journey, and Advanced levels as follows:

  • Contributing - The span of knowledge, skills, and abilities minimally necessary to perform a job from entry up to the journey competencies recognized for the class.  Contributing competencies generally describe what is also known as “entry-level,” at which minimally qualified employees typically function for their first few years of employment.
  • Journey - Fully acquired knowledge, skills and abilities demonstrated on the jobs that are beyond the contributing competencies. Competency-based pay revolves around the journey level, and compensation for a banded class is built off of the journey level. This is generally the level at which competent, fully functioning, seasoned employees with experience beyond the minimum requirements should be compensated.
  • Advanced - The highest or broadest scope of knowledge, skills, and abilities demonstrated on the jobs that are beyond journey competencies. Advanced competencies describe work that is above and beyond the journey-level work functions seen in a banded class, i.e. “senior-level.” It is expected that few employees in a banded class will reach the Advanced level, though most may reach the Journey level. Advanced-level competencies are typically rare and reserved for the most highly competent, uniquely skilled employees.

Competency Profile – Examples of demonstrated behaviors for each of the competencies for a banded classification, described at the Contributing, Journey, and Advanced levels; and the minimum training and experience level for the class.  

Halo Salary Range - For NCA&T, the halo range is between 20% below and 10% above market.

  • Example: If the market/reference rate is $30,000, the Halo Salary Range would be $24,000 - $33,000.

Market Index - A ratio of internal salary to the market rate. It is calculated by dividing the employee salary or class average salary by the market or reference rate. The index is expressed as 100 being at market, with 95 indicating 5% below market and 105 indicating 5% above market.

Pay Factors – Also known as FAIR, these are the general parameters within which pay decisions must be made. The four pay factors are:

  • Ffinancial Resources - The amount of funding that a manager has available when making pay decisions.
  • Aappropriate Market Rate - The market rate applicable to the functional competencies demonstrated by the employee.
  • Internal Pay Alignment – The consistent alignment of salaries among employees who demonstrate similar required competencies in the same banded class within a work unit or organization.
  • Rrequired Competencies - The functional competencies and associated levels that are required based on organizational business need and subsequently demonstrated on the job by the employee.

Target Rate: The rate determined by the organization’s Compensation Strategy.  North Carolina A&T’s target rate is 80% or greater.

  • Example: The Journey market rate for a Human Resources Specialist is $47,107. The department can pay no less than $37,686 (80% of $47,107) for a position in this band and level.

SHRA Resources

Career Banding Handbook for Managers and HR Professionals

NC A&T Delegated Authority of Career-Banding Classification

Career Band Salary Range - 2017

Career Banding Class Specifications

Career banding resources

Dictionary of Career-Banding Terms

Career Banding Salary Administration Policy