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Salary Administration and Classification Issues Top of Page
How much money can one expect for a promotional increase?
Graded Position: Usually it is 5% per pay grade. It is possible to determine a promotional increase using the "new hire" policy. This policy allows an employee to be treated as a "new hire", that is salary is considered based upon the directly related education and experience that the employee possesses over the minimum requirements approved by the Office of State Personnel. Equity and budgeted salary would definitely be a consideration for this procedure.
Career-Banded Position: Salary shall be based on application of Pay Factors; financial resources/available funding, appropriate market rate/competencies demonstrated by the employee, internal pay alignment/equity, and required competencies/required competencies and level based on business need.
How are increases in salary, other than Legislative Increases, given to State employees?
A salary increase can be given in two ways, either the reallocation of a position or the approval of an in-range salary adjustment. We have two pay plans in state government Some positions are assigned a numeric paygrade, while others are career-banded. Any salary adjustments must be approved by the Office of State Personnel.
>Reallocation of a Position
Graded Position: A reallocation occurs when specific higher level duties and responsibilities of a position have increased to the extent that factors such as complexity, variety, scope, and decision-making are now at a greater level. The additional duties which have been added to the position are analyzed, and the overall position is compared to other positions with similar duties. If the overall role of the position is equivalent to positions with higher salary grades, then the position being studied will most likely be reallocated to the same salary grade.
Career-Banded Position: There are three levels in any career-banded position: Contributing, Journey, and Advanced. A salary increase can be granted when the competencies of a position have increased enough for the position to be reallocated to a higher level. For example, competencies would need to increase in order to move from Contributing level to the Journey Level. Like the graded position, a career-banded position is studied and compared to other positions with similar duties to determine the correct competency level of the position.
>In-Range Adjustment
Graded Position: Salary increases can also occur through in-range salary adjustments. These increases are generally given for additional duties which are not strong enough to reallocate the position to a higher level. They can also be given to resolve internal equity problems, or to reduce the turnover rates within specific classifications. No more than a 10% in-range salary adjustment can be given within a twelve month period.
Career-Banded Position: Salary increases can occur through Career Progression Adjustments. These increases are granted in conjunction with demonstrated competencies or as justified through labor market. As with promotions all Pay Factors must be applied.
How do I initiate the process of having my position studied?
Graded & Career-Banded Positions: Both the immediate supervisor and the Head of the Division/Commission in which the position functions must be aware of any requests for the position to be studied. This will insure that funding is available and that management supports the request. A formal written request from the Division/Commission Head should then be submitted to the Human Resources Office. This request must include a rationale for position analysis, along with documentation regarding changes in duties since the position was last studied.
Sick, Annual, and Family Medical Leave Top of Page
How much Sick Leave do I earn?
All State employees earn eight (8) hours of sick leave per month.
How much Annual (Vacation) Leave do I earn?
The amount of leave earned each month varies on your total state service.
Years of Total State Service |
Hours Granted Each Month |
Hours Granted Each Year |
Days Granted Each Year |
Less than 5 years |
9 hrs. 20 mins. |
112 |
14 |
5 but less than 10 years |
11 hrs. 20 mins |
136 |
17 |
10 but less than 15 years |
13 hrs. 20 mins. |
160 |
20 |
15 but less than 20 years |
15 hrs. 20 mins. |
184 |
23 |
20 years or more |
17 hrs. 20 mins. |
208 |
26 |
How is Leave handled in the event of a snowstorm or natural disaster?
The Adverse Weather Policy allows employees to make-up time lost in the event of a natural disaster.
Who is eligible for 12 work weeks of Family and Medical Leave (FMLA)?
The Family Medical Leave Act allows for a qualified employee to take up to 12 weeks of unpaid leave to care for an immediate family member or for qualified personal health reasons. As the Office of State Personnel manual states, "any employee who has been employed with State government for at least 12 months and who has been in pay status for at least 1040 hours (half-time) during the previous 12-month period."
How should FMLA be reflected on timesheets?
In an effort to keep track of the 12 work weeks of FMLA, employees must notify their Division/Commission Leave Administrators of days taken toward FMLA to insure that leave is correctly tracked in BEACON. Designated Leave Without Pay or Sick leave of more than 3 (three) consecutive days will begin the tracking of FMLA.
How much time away from work is acceptable for the birth of a child?
Employees may choose to exhaust all or any portion of sick leave and/or vacation/bonus leave or go on leave without pay during the period of disability. Only vacation/bonus or leave without pay may be used before and after the period of disability (disability is typically defined as between 6-8 weeks, depending on the delivery) unless the sick leave policy becomes appropriate for medical conditions affecting the mother or child. Leave can only be used for the birth of a child and to care for the newborn child after birth, provided the leave is taken within a 12-month period following birth, (Note: An expectant mother may also take FMLA leave before the birth of the child for prenatal care or if her condition makes her unable to work, or requires a reduced work schedule)
Separation from employment Top of Page
What paperwork is required to separate an employee?
The following documentation should be sent to the Human Resources office as soon as possible: Personnel Action Request Form indicating the date of separation and reason for separation; a copy of the resignation letter; and timesheet(s). Timesheets are required in order to check for accuracy of leave balances and to be paid for any unused annual leave (up to 240 hours) in a timely manner. The Human Resources Office should also receive a completed Separation Checklist prior to the employee's last day of work. Completion of the checklist will insure that items such as office keys, business credit cards, and final timesheets are turned in. Receipt of this form will also help the Human Resources Office insure that an employee continues desired benefits and that final wages are paid as soon as possible.
Employee Assistance Program Top of Page
What is The Employee Assistance Program (EAP) and who qualifies?
The Employee Assistance Program is a state program that assists state employees with issues that may be interfering with their job performance.
Examples include divorce, alcohol or drug problems, depression, family problems, illness, etc. All Commerce employees are covered under this program. The agency's EAP Policy can be found on the Intranet Policy and Standards page. Should you have specific questions pertaining to services available through this program, please contact your personnel representative or call our Employee Relations office in Human Resources at 733-2104.
Educational Assistance Top of Page
What are the qualifications for receiving Educational Assistance?
You must be a permanent state employee, and you must have your immediate supervisor's and division director's approval in order to take both computer courses, and college courses. All courses must be job related. The Personnel Development Center offers a number of computer classes for permanent state employees. The State Training Manual has a listing of some of the coursework offered through the state.
State Personnel Manual Top of Page
Where can I get more information regarding State Personnel Policies?
The State Personnel Manual is available on-line. If you have questions about a given policy, please contact the NC Commerce Human Resources Office at 919 733-2104.
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