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.
- 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 are developing the following resources to help NC State employees make informed decisions:
- EHRA IT Professional Classification Implementation Information Session – October 2018
- EHRA IT Implementation (WebEx Recording from 10/26/18)
- Supervisor’s Guide to Completing the PDQ (WebEx Recording from November 2018)
- UNC System Office FAQs on IT professional exemption status
- UNC System Office classification descriptions for EHRA IT professionals
- UNC System Office comparison of SHRA and EHRA policies
- UNC System Office 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 October 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.
Position Description Questionnaire (PDQ) Process:
- Supervisors are completing the PDQs for FLSA exempt employees in SHRA IT career banded positions.
- PDQs will be 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 will be reviewed by the Workgroup and subject matter experts. The EHRA IT classification title will be identified and shared with the HR lead and supervisor.
- The PDQ Workgroup review is anticipated to conclude by May 2019.
- Employees will receive packets with resources including the PDQ, the EHRA IT title and level identified for the position, the salary at time of conversion, the associated salary range, FAQs, and key differences between SHRA and EHRA policies, benefits, and terms and conditions of employment. It is anticipated employees will receive packets in July 2019.