EHRA Position Establishment and Classification
New! Effective July 1, 2017: Any new position where the associated salary budget or the proposed salary for the selected candidate is $70,000 or greater must be submitted to the UNC-System Office for review by the Chair of the Board of Governors and the Chair of the Committee on Personnel and Tenure on the 1st and 15th of the month. “New Position” is defined as a position that did not previously exist or a position that existed, but without previously attached funding. This applies to permanent, time-limited, and temporary positions for SHRA, EHRA faculty, and EHRA non-faculty positions, including County Extension (COSS) employees and Post Docs. Position actions that fall under this provision will require thorough analysis and consultation prior to submission to the UNC-System Office by University Human Resources.
To initiate an EHRA consultation, managers may contact EHRA Administration staff members (listed on the EHRA Home tab) directly or submit a request through PeopleAdmin Position Management. Departmental growth and restructuring often creates the need for new position support. The position responsibilities are reviewed to ensure adherence to the guidelines for establishing EHRA positions. Managers may find the EHRA Analysis Tool helpful in determining whether or not a position should be classified as EHRA, based on the responsibilities. Once a position has been approved for EHRA designation (through PeopleAdmin Position Management), EHRA Administration enters the action in the HR system to generate a position number and communicates the necessary information to the College/ Division and the department.
Note: Requests to create and reclassify (or re-title) faculty positions are processed in the same manner as above; however, the Office for Equal Opportunity is the approval authority for establishing or re-titling faculty positions and approval notification will be provided by a representative from that office.
Four types of positions are Exempt from coverage under the State Human Resources Act (EHRA). EHRA Non-Faculty positions deliver the core-mission activities of the University: creating and disseminating knowledge through direct instruction, research, and public service; or performing professional-level duties that are integral to and uniquely supportive of that work. Such “EHRA” positions comprise the following categories (includes Clinical Academic Department Administrator (CADA) and Research & Academic Department Administrator (RADA)):
- Public Service (includes Extension)
- Senior Academic & Administrative Officers (“SAAO”)
- Requires a post-baccalaureate degree or equivalent independent experience in comparable instructional or educational activities. Also includes positions for which post-baccalaureate credentials are not required, or for which specific degrees or certification are required.
- Supports the regular academic and educational experiences.
- More than 50% of the position’s responsibilities support the academic mission.
- Examples of positions that meet the instructional position criteria: Academic Advisors, Counselors, Practicum Supervisors, Academic Coordinators, Curriculum Coordinators, Athletics Coaching and Athletics Management, etc.
- Relevant post-baccalaureate degree required; for candidates demonstrating comparable independent research productivity, will accept a relevant undergraduate degree and 3 or more years of relevant experience in substitution. May require terminal degree and licensure.
- Substantial independence involved in research efforts.
- More than 50% of the position’s responsibilities support the research mission.
- Examples of positions that meet the research position criteria: Research Assistant, Research Associate, Research Scholar, Senior Research Scholar, Principal Research Scholar, Visiting Scholar.
Public Service/Extension Positions
- Requires a post-baccalaureate degree or equivalent independent experience.
- Substantial independence involved in the direct delivery of scholarship and research information to public audiences and clients and/or to direct staff or programs.
- More than 50% of the position’s responsibilities support the public service/extension mission.
- Examples of positions that meet the public service/extension position criteria: Extension Assistant, Extension Associate, Extension Specialist, Associate State Leader, Extension Agent, etc.
In January 1998, the UNC Board of Governors established a policy regarding “senior academic and administrative officers” that are exempted from the State Personnel Act, either by:
- Express statutory reference: President, Vice Presidents, Chancellors, and Vice Chancellors, or
- Action of the Board of Governors pursuant to generic statutory reference exempting the President’s “professional staff members” and “senior academic and administrative officers” of the constituent institutions.
The Board of Governors has defined “senior academic and administrative officers” to include:
- vice chancellors, provosts, deans, and directors of major educational and public service activities (July 7, 1990);
- associate and assistant vice chancellors and associate and assistant deans (October 12, 1990); and,
- Other positions as may be designated by the President, subject to confirmation by the Board (October 12, 1990).
The “other” officers of the University having significant administrative responsibilities and duties” shall include:
- Category A: Members of the chancellor’s professional staff (e.g., assistant to the chancellor, legal staff, secretary of the university).
- Category B: Those responsible for the administrative direction — the administrative directors — of separately designated divisions or departments of institutional activity* (i.e., responsibilities with institution-wide scope) commonly associated with institutions of higher education (e.g., Director of Administrative Computing, Director of Alumni Affairs, Director of Human Resources, Director of Development, Controller, etc.).
- Category C: Those positions whose primary responsibility is to attract external funds and/or to market the University.
- Category D: Other officers holding positions characterized by:
- active, continuing involvement in formulating, interpreting, and implementing institutional policy (i.e., policy with institution-wide scope) as it relates to the respective areas of responsibility; and
- the exercise of substantial independence of administrative authority and discretion in areas such as program planning and design and allocation of resources.
- In most cases, persons occupying such positions will function as the director of a specific division or department of institutional (institutional-wide or cross-divisional) activity, reporting at the level of a vice chancellor or dean. However, where circumstances warrant (e.g., in the case of a large and complex department or division), persons functioning as an associate or assistant director may be found to have “significant administrative responsibilities and duties,” as defined by the characteristics listed above. In such cases, the position must have substantial responsibility for assisting the primary officer (e.g., director) in formulating, interpreting, and implementing policy within the jurisdiction of the primary officer and must function in a confidential and direct support relationship to the primary officer or have direct responsibility for a specific sphere of operations within the unit.
- To establish or reclassify a position with SAAO II status, the UNC-SO Human Resource Advisory Board (HRAB) must grant SAAO II designation. As such, positions pending recruitment will not post until a decision on the SAAO II designation has been determined by UNC-SO HRAB.
- Approval Authority for Personnel Appointments, Promotions, and Compensation Actions involving UNC positions exempt from the State Human Resources Act (EHRA): EHRA Personnel Appointments & Position Establishment