North Carolina Administrative Code
Title 25 - STATE HUMAN RESOURCES
Chapter 01 - OFFICE OF STATE HUMAN RESOURCES
Subchapter I - SERVICE TO LOCAL GOVERNMENT
Section .2400 - BASIC REQUIREMENTS FOR A"SUBSTANTIALLY EQUIVALENT"PERSONNEL SYSTEM
Section 01I .2402 - SYSTEM PORTION II: CLASSIFICATION/COMPENSATION

Universal Citation: 25 NC Admin Code 01I .2402

Current through Register Vol. 39, No. 6, September 16, 2024

General Requirement. A current, equitable, and adequate position classification and compensation plan will be provided.

(1) Position Classification Requirement. Job Evaluation (syn. classification) plans will be based upon a soundly applied, professionally accepted job evaluation methodology which establishes the relative strength of related positions through consideration of the difficulty, responsibility, and other requirements of the work. System components and all relationships determined along with accompanying rationale will be fully documented.

(2) Compensation:

(a) Requirement. The compensation plan will, within labor market constraints, have as its principal basis the class relationships (syn. skill level relationships, job relationships, work level relationship, etc.) discerned by the classification process.

(b) Requirement. Within the limits of local financial ability and fiscal policy, the level of compensation assigned to each class of the plan will, in conjunction with Subparagraph (2)(a) of this Rule, adequately consider the competitive labor market within the geographical area of recruitment.

(c) Requirement. Logical and equitable practices will be established which guide salary administration in positions and employees actions within the jurisdiction.

Authority G.S. 126-11;
Eff. August 3, 1992;
Pursuant to G.S. 150B-21.3A, rule is necessary without substantive public interest Eff. August 20, 2016.

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