Classification & Compensation


Human Resources Consultants in Classification and Compensation are responsible for providing consulting services to our campus community regarding position management, organizational design, position analysis, and competency assessments.  At East Carolina University, we operate under two separate classification and compensation systems for Subject to the Human Resources Act (SHRA) employees.  The majority of our employees operate under our Career Banding system, while some of our Clinical Support Services (CSS) employees operate under the Broadbanding system.  The two classification and compensation systems operate as follows:


Career Banding is the North Carolina statewide classification and compensation system for SHRA employees that focuses on demonstrated competencies as required by the business need of the organization. Employees in the Career Banded system are assigned a specific classification and level based on the knowledge, skills, and abilities required for their specific position.

Each employee in a Career Banded position is evaluated on the competencies they demonstrate in their position. Each competency is given a rating of Contributing, Journey, or Advanced. From these individual competency ratings, an overall competency rating is assigned by the supervisor that reflects the competency level of the employee. The overall level that is assigned to the employee should not exceed the overall level of the position.

Within each band, employee salaries are determined by several factors.

  1. Budget and the availability of funding
  2. Market pay rates
  3. Competencies
    1. Minimum qualifications for the band
    2. Related education and experience
    3. Duties and responsibilities
    4. Specialized training, certifications and licenses
  4. Internal pay alignment (equity)
  5. Current salary and total compensation

As competencies are developed through work experience, education, and training and are demonstrated (used) on the job, employees become eligible for salary adjustment consideration. Increases are subject to funding availability.

Broadbanding is a classification and compensation system specific to designated classifications within our CSS areas in the Brody School of Medicine.  This system requires the demonstration of specific knowledge, skills, and abilities, but does not have assigned levels of Contributing, Journey, or Advanced levels like career banding. We have a minimum, midpoint, and maximum for broadbanded salary ranges.

Frequently Asked Questions

Career banding is a new classification and pay program initiated by the Office of State Human Resources (OSHR) that is labor market driven and affords greater flexibility to managers in making salary decisions. Career banding replaces the pay graded system with broad role descriptions/profiles and wide salary ranges encompassing specific occupational areas (job families). Positions are banded according to the competencies that employees are required to demonstrate in the performance of their duties.


The goals of the program are to: compensate employees at a level that promotes successful work behavior; emphasize demonstrated competencies linked to organizational goals; reinforce high standards of performance; and attain the labor market competitiveness necessary to recruit, retain, and develop a competent and diverse work force.


Competencies are knowledge, skills, and work behaviors that contribute to employees' success in their job. Competencies must be required of the job based on the organization's needs, demonstrated on the job, and assessed according to the standards set by the organization.


There are three competency levels within each band.

Contributing Competencies: The knowledge, skills and work behaviors minimally necessary to perform a job from entry up to the journey competencies required for the band.

Journey Competencies: Knowledge, skills and work behaviors required in and demonstrated on the job that are beyond the contributing competencies.

Advanced Competencies: The highest or broadest scope of knowledge, skills, and work behaviors in the band.


Employees will review their work plans with their supervisors to ensure they understand the competencies that are needed in their position and how the competencies they demonstrate on the job contribute to the work of their unit.


Supervisors must communicate information on career banding to their employees, establish work plans with key responsibilities and competencies, and provide coaching to employees to enhance their contributions to the work unit's success. Supervisors evaluate employee competencies during the interim and annual reviews. They also are responsible for making salary decisions based on established pay factors.


Human Resources provides training to managers, supervisors, and employees; consults on compensation decisions; conducts assessments of the program; and reports results of assessments to OSP.


The pay factors are: budget/availability of funding; market dynamics and market reference rates; competency levels; and internal pay alignment.


Job descriptions should be reviewed annually and updated when job responsibilities are changed, added, or deleted. Revised job descriptions should be submitted to the Classification department to ensure the appropriateness of the band after the job changes.


Broadbanding is a classification system that classifies jobs into a few wide bands, rather than many narrowly defined salary ranges. Broadbanding involves the vertical and horizontal merging of classes into more generic classes with wider pay ranges. A broadbanded structure gives management the flexibility to respond to market changes and demands in a timely manner, minimizing recruitment and retention difficulties due to labor market trends. This classification system is only utilized for positions within Health Sciences. 

Broadbanding is a classification system and CSS (Clinical Support Services) is a designation to identify employees that provide support in a clinical environment. In order to be designated as CSS, 50% of an employee’s duties must be clinically oriented and in support of the practice plan. Therefore, some Career Banded positions are designated as CSS based on the duties, such as an Admin Support Specialist that functions as a Financial Counselor. All Broadbanded positions are designated as CSS.
Several factors are reviewed when an employee moves from a Career Banded position to a Broadbanded position to determine if it is a promotion. Factors include but are not limited to: a comparison of pay bands, duties, and required knowledge and skills of each position. If the pay band of the new position is higher, the new duties are more complex, and the required knowledge and skills are higher, then the move will be considered a promotion.
An employee will serve a new probationary period if they move from an SHRA Career Banded position to a Broadbanded position or if they move from a Broadbanded position to an SHRA Career Banded position. No additional probationary period is required if an employee moves from a CSS position to a CSS position.
Salary adjustments for Broadbanded positions are referred to as In-Range salary adjustments and may be provided for employees in permanent positions to recognize job change, to offset inequity, or to respond to labor market conditions. In-range adjustments are subject to the availability of funds and approval by appropriate Division authority and the ECU Human Resources Department.

In addition, the Classification and Compensation Section of the ECU Department of Human Resources will respond to requests from management relevant to recruitment and retention needs. When appropriate, our unit will develop new broadbanding pay structures to meet market demands using professional personnel standards relevant to research and documentation.

No. A position’s exemption status is determined by criteria defined by the Federal Fair Labor Standards Act (FLSA). The determination is based upon factors such as duties performed, percent of time devoted to each job task, salary earned and other considerations that reflect the overall job.
Broadbanded positions do not have competency levels.
This scenario would be recognized as a Job Change. A job change is a significant change in duties and responsibilities, which adds value or is critical to the work unit's operations and is documented within the position description. The changes in duties may be at a higher level, but do not justify a reclassification of the position. The job change must significantly increase the variety and scope of duties and/or accountability of the employee. The amount of the increase will be based on the extent of the job change as determined by the classification consultant in consideration to similarly situated positions in Health Sciences. Salary increases for significant job change may not exceed a 10% salary increase.
Yes, per CSS Policy, employees shall receive premium pay for all hours worked in a regularly scheduled shift in which more than half of the scheduled working hours occur between 3:00 p.m. and 8:00 a.m.