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Management Flexibility to Appoint and Fix Compensation. Granting of Management Flexibility. ECU was granted management flexibility to appoint personnel & fix compensation by the UNC Board of Governors on November 8, 2002. Special Responsibility Constituent Institutions.
Specifically, this designation allows ECU to:
● carry forward any fiscal year-end credit balance – up to maximum of 2 ½%;
● transfer budgets within institutional codes;
● expend funds, as approved by the Chancellor, in manner that best supports ECU’s mission and goals; and
● establish & abolish positions.
An administrative mechanism through which ECU’s Board of Trustees has been granted the authority to act on certain personnel actions, upon recommendation of the Chancellor, without Board of Governors review. It is governed by BOG Policy 600.3.4.
Institutional plans must include:
1. Recruitment and selection policies and procedures for SAAOs;
2. Promotion and tenure policy with a schedule for pre- and post-tenure review – must include clear requirements for promotion and & conferral of tenure;
3. Schedule and process for review and/or revision of P&T policies;
6. Policies on compensation of faculty and EPA non-faculty from non-state sources;
7. Policies governing non-salary compensation;
8. Documentation of a clean audit; and
9. Evidence of appropriate accountability/oversight
Please refer to:
EPA Recruitment Procedures (attached)
● Title of position
● Initial salary
● Provision for periodic review of compensation
● Annual leave entitlement
● Notice that appointment is for a stated definite term (Applicable only to Instructional & Research) or
● Appointment is “employment at will” subject to continuation or discontinuation at discretion of Chancellor
● If the SAAO appointee also holds a faculty appointment, letter must designate which of the appointments (SAAO or faculty) is primary, that the faculty appointment is governed by relevant provisions of the Faculty Manual, and that salary level as a faculty member is governed by UNC Retreat Policy.
Provided to some SAAOs and medical school faculty & may include negotiated arrangements for:
● Relocation expenses
● Housing/housing allowance
● Auto Allowance
● Club memberships
● Increased benefits
● Provisions for both voluntary & involuntary relinquishment
● Where appropriate, retreat to faculty position; salary must be comparable to other similarly situated faculty
● Provisions for a reasonable transition period with full administrative pay, where warranted
● Trustee approval for paid transition periods longer than 1 year
● Provisions for reappointment/reassignment for administrators without faculty retreat rights (at the discretion of the Chancellor)
● Trustee approval for continuation of full administrative salary or paid leave when reassigned to lower paying administrative position
● Provisions for severance pay and/or timely notice
● Trustee approval of severance pay in excess of 90 days
● Nothing in policy can prevent administrator from retiring or, where applicable, participating in phased retirement
● Salary ranges for Senior Academic and Administrative Officers, based on relevant data, and that are not set by the Board of Governors – Attachment F
● Evidence of comprehensive Faculty Salary Studies within different disciplines:
Peer Study Groups – Attachment G
● Compensation from Non-state sources – Attachments H & I
Upon recommendation by the Chancellor, approve items which cannot be delegated -- without further review from the Board of Governors
Delegation to lower levels per BOT/BOG authority
UPON RECOMMENDATION OF THE CHANCELLOR:
● appoint and fix the salary and non-salary compensation for vice chancellors, provost, & other SAAOs, where BOG determines salary ranges
● establish salary ranges for deans and other similarly situated administrators, for which BOG does NOT set salary ranges
Board of Governors
Establishing Salary Ranges
● Where is the salary within the range?
● Does the salary create an inequity even though it falls within range set by BOG?
<10K & <15/%
Board of Governors
≥ $10K & ≥ 15%
retention of superlative faculty
● Is salary appropriate to position?
● Does salary adequately compensate individual?
● Is salary in line with market?
● Identifying “outliers”
● Competitive offers – at risk of losing experienced individual
● May not be used to “permanently” increase salary base;
● Temporary salary adjustments
usually for additional & higher level
duties & responsibilities;
● Contract letter specifies discontinuation when additional duties relinquished
● Stipends delegated to Chancellor by BOT; Chancellor, in turn, has delegated faculty stipends to VC’s (approval of SAAO stipends remains with Chancellor (or designee); VC may NOT delegate further.
Sexual harassment and discrimination are illegal & endanger the environment of tolerance, civility, & mutual respect that must prevail if the University is to fulfill its mission. ECU is committed to providing and promoting an atmosphere in which employees can realize their maximum potential in the workplace and students can engage fully in the learning process. Furthermore, amorous relations between a student and a University employee who is responsible for supervising or evaluating the student, or between an employee and the person supervising that employee are against the UNC system policy and may derogate the merit principle of supervision and evaluation.
Unlawful Workplace Harassment is unwelcome or unsolicited speech or conduct based upon race, sex, creed, religion, national origin, age, color, or handicapping condition as defined by G.S. 168A-3 that creates a hostile work environment or circumstances involving quid pro quo.
Quid Pro Quo harassment consists of unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individuals employment, or (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual.
●Racial and/or ethnic harassment endangers the environment of tolerance, civility, and mutual respect that must prevail if the university is to fulfill its mission. Such harassment will not be condoned by members of the university community.
● It is against the policies of East Carolina University for its employees or students to single out employees or students of the university because of their race or ethnic affiliation and subject them to unequal or unfair treatment.
● It is against the policies of East Carolina University for its employees or students to single out employees or students of the university or visitors to the university because of their race or ethnic affiliation and subject them to conduct which causes severe emotional disturbance.
● Singling out people because of their race or ethnic affiliation and subjecting them to unequal or unfair treatment.
● Harming, attempting to harm, or threatening to harm people because of their race and/or ethnic affiliation.
Mrs. Taffye Benson Clayton Assistant to the Chancellor & EEO/ADA Compliance OfficerEast Carolina University Whichard 107 Greenville, NC 27858 (252) 328-6804
Employment of Related PersonsSection IV of Part VIECU Faculty Manual
Definition of "Related Persons"
It is misconduct:
By virtue of the fact that ECU wishes to attract and retain the most highly qualified faculty and professional staff members as employees, these employees are likely to have other professional opportunities. These professional opportunities should only be undertaken under certain circumstances.
Activities that may involve conflicts of interest or commitment fall into three general categories that differentiate relationships according to potential for adverse impact:
This policy statement references a criminal
statute which strives to prohibit conflicts of
interest in State agency contracts by prohibiting:
Employees are to use work time to conduct
In accordance with G.S. 114-15.1, any employee that receives information or evidence of theft, damage, embezzlement or misuse of State property must promptly report that information or evidence to his/her supervisor.
The University will not permit its employees to harass, intimidate, threaten, coerce or discriminate against employees or applicants for employment who make a charge of employment discrimination, report an illegal act, or exercise any other constitutional right.