University Human Resources has received the final EHRA IT Professional Classifications Implementation Guidelines from the UNC System Office. As you will recall, the UNC System received statutory authority in 2017 to apply EHRA non-faculty status to IT professional positions exempt from the Fair Labor Standards Act. Eligible employees will have the option to convert or remain SHRA if they choose.
A workgroup has been established for implementation of these guidelines. The workgroup’s responsibilities include oversight of the project and developing a communications plan, holding information and training sessions, and evaluating the position descriptions of eligible employees for the appropriate EHRA classification title and salary.Workgroup Members Key Points Resources Next Steps Register for an Information Session
- Lori Preiss, Director of Classification and Compensation, University HR, Committee Chair and Project Lead
- Marie Williams, Associate Vice Chancellor for Human Resources
- Marc Hoit, Vice Chancellor for Information Technology
- Debbie Carraway, Director of Information Technology, College of Sciences
- Gwen Hazlehurst, Assistant Vice Chancellor, Enterprise Application Services, OIT
- Karen Horne, Director of Business Services, OIT
- Donna Petherbridge, Associate Vice Provost for Academic Technology Innovation, DELTA
- Julie Ricker, Senior Classification and Compensation Consultant, University HR
- Susan West, Assistant Vice Chancellor, Technology Support Services, OIT
- Of approximately 2,100 UNC System SHRA FLSA-exempt employees, roughly 525 are NC State IT employees who will have the option to convert to EHRA status or to stay SHRA for as long as they remain in their current positions. No employee will be compelled or required to change status.
- Employees will have three opportunities to convert to EHRA status. There will be one election period each fiscal year for three years beginning FY 2019-2020, and in FY 2020-2021 and FY 2021-2022.
- Each employee will be provided with information to aid them in the decision-making process, including information about key differences between SHRA and EHRA policies, benefits and terms and conditions of employment; the EHRA IT professional job classification and associated salary range for the employee’s position; the EHRA annual salary determined for the employee; and conversion FAQs.
- All newly created or vacated FLSA-exempt SHRA IT positions must be posted and filled as EHRA non-faculty as of December 1, 2018. Employees who elect to remain SHRA but apply for EHRA positions will convert to EHRA if they accept the new positions.
We recognize that existing SHRA IT employees may have questions about this statutory change.
For this reason, we have developed the following resources to help NC State employees make informed decisions:
Answers to NC State FAQs:
- The decision to remain SHRA or convert to EHRA is voluntary and completely up to the employee.
- The salary of an SHRA employee who elects to convert to EHRA status will be their current base salary plus the gross amount of their last longevity payment, if eligible. In addition, the eligible employee will receive a prorated longevity payment based on the number of months between their State employment service date and the conversion date.
- EHRA employees receive 24 days of vacation leave annually. SHRA employees who currently receive 26 days of vacation leave annually will be grandfathered in at the higher accrual rate if they convert to EHRA status.
- Employees who convert to EHRA status may remain in TSERS (Teachers and State Employees Retirement System). Employees who convert to EHRA status can voluntarily choose to switch from TSERS to the ORP (Optional Retirement Program), if they have not been previously given that option. For example, employees hired in an SHRA position on or after January 1, 2013, were given an option to choose between the two retirement programs when they were hired and would not be eligible to switch to the ORP. Please note, if an SHRA employee converts to EHRA status and elects to convert to the ORP, the decision to convert to the ORP is irrevocable and the employee will not be able to switch back to TSERS.
- UNC System Office FAQs on IT professional exemption status (pdf)
- UNC System Office classification descriptions for EHRA IT professionals (pdf)
- UNC System Office comparison of SHRA and EHRA policies (pdf)
- EHRA IT Professional Classification Implementation Information Session – October 2018 (pdf)
- EHRA IT Implementation Information Session (WebEx Recording from 10/26/18)
- Supervisor’s Guide to Completing the PDQ (WebEx Recording from November 2018)
- Comparison of the Teachers’ and State Employees’ Retirement System (TSERS) and the Optional Retirement Program (ORP)*
*Please note: The only employees who can switch to the ORP at this time are those who have not previously been given that option. For example, employees hired in an SHRA role on or after January 1, 2013, were given an option to choose between the two retirement programs when they were hired; thus, those employees would not now be eligible to switch to the ORP.
- UNC System EHRA IT Salary Ranges (pdf)
- EHRA Non-Faculty Performance Management
- Eligible employees must access the EHRA IT Election Packet website to submit your e-form no later than Sept. 30, 2019. This website will contain information about the EHRA IT implementation, SHRA/EHRA policy comparisons, FAQs, and the personalized election e-form with the EHRA IT title and salary identified for the employee’s specific position. After this election period, eligible SHRA employees will be given two subsequent election opportunities over the next two fiscal years. An employee’s decision to remain SHRA or convert to EHRA is completely voluntary.
- Register for an SHRA/EHRA Information Technology Conversion Information Session:
- Friday, September 20, 2:00 – 4:00 pm
- Tuesday, September 24, 1:30 – 3:30 pm
Position Description Questionnaire (PDQ) Process:
- Supervisors completed the PDQs for FLSA exempt employees in SHRA IT career banded positions.
- PDQs were reviewed by unit leadership, the HR lead and the employee prior to being submitted to the EHRA IT Workgroup on a staggered timeline according to career band.
- PDQs were reviewed by the Workgroup and subject matter experts. The EHRA IT classification title was identified and shared with the HR lead and supervisor.