General assembly of north carolina

§ 126 7. Compensation of State employees.Annual Compensation Survey."

SECTION 25.2C.(b) G.S. 126 7(a), (a2), (b1), (c), and (e) are repealed.

SECTION 25.2C.(c) G.S. 126 7(b) reads as rewritten:

"(b) To guide the Governor and the General Assembly in making appropriations to fund the Comprehensive Compensation System,decisions regarding the compensation of State employees, the State Personnel Commission shall conduct annual compensation surveys. The Commission shall present the results of the compensation survey to the Appropriations Committees of the House and Senate no later than two weeks after the convening of the legislature in odd years and May 1st of even years."

SECTION 25.2C.(d) G.S. 20 187.3(a) reads as rewritten:

"(a) The Secretary of Public Safety shall not make or permit to be made any order, rule, or regulation requiring the issuance of any minimum number of traffic citations, or ticket quotas, by any member or members of the State Highway Patrol. Pay and promotions of members of the Highway Patrol shall be based on their overall job performance and not on the basis of the volume of citations issued or arrests made. The provisions of G.S. 126 7 shall not apply to members of the State Highway Patrol. Members of the Highway Patrol shall, however,shall be subject to salary classes, ranges and longevity pay for service as are applicable to other State employees generally. Beginning July 1, 1985, and annually thereafter, each member of the Highway Patrol shall be granted a salary increase in an amount corresponding to the increments between steps within the salary range established for the class to which the member's position is assigned by the State Personnel Commission, not to exceed the maximum of each applicable salary range."

COMPREHENSIVE REVIEW FOR REFORM OF PUBLIC EMPLOYEE COMPENSATION PLANS/RECOMMENDATIONS FOR LEGISLATION BY March 1, 2013

SECTION 25.2D. Section 29.20 of S.L. 2011 145 reads as rewritten:

"SECTION 29.20.(a) It is the intent of the General Assembly to create and implement a modernized, fair, and fully functional performance based compensation system for employees of State agencies, departments, institutions,and institutions and for employees of The University of North Carolina System, the North Carolina Community College System, and local education agencies.System who are subject to the State Personnel Act. To that end, the Legislative Services Commission, jointly through the Fiscal Research and Program Evaluation Divisions, is directed to commission a review and study of the current compensation plans of State agencies, departments, institutions, and institutions and employees of The University of North Carolina System, the North Carolina Community College System, and local education agenciesSystem who are subject to the State Personnel Act (government sectors). The Legislative Services Commission may use a Request for Information process or a Request for Proposals process to contract with a qualified consulting firm to perform this review and study. The study, at minimum, shall include all of the following:

(1) A labor market analysis of pay, fringe benefits, classification, and banding plans of government sector employees to determine whether current employees are compensated appropriately relative to market rates for similar positions as compared to (i) other North Carolina public employees, (ii) similar positions and employees in other states, and (iii) where applicable, employees in private industry.

(2) An analysis of current performance based compensation plans in use by the North Carolina Banking Commission,Commission and the University of North Carolina Health Care System, and the performance based compensation system proposed by Charlotte/Mecklenburg County Schools.System. This analysis should include an assessment of the effectiveness of these performance based plans and should include identification of best practices.

(3) An evaluation of current longevity pay as applicable to most government sector employees and recommendations as to whether longevity pay should be continued for new hires.

(4) An evaluation of current laws and policies related to "career status" for employees subject to the State Personnel Act and tenure for public school teachers and university professors. For public school teachers, the evaluation of tenure shall include its relationship with student performance, if any. Act. This evaluation should also include recommendations as to whether these laws and policies should be continued or modified based upon human resource best practices.

(5) An evaluation of salary supplements for public school employees paid on account of master's degrees, attainment of other advanced degrees, and national board certification, including the relationship to student performance, if any. This evaluation should also include recommendations as to whether these salary supplements should be continued or modified based upon the effect on student performance, if any, and human resource best practices.

(6) An evaluation of the State Personnel Act, including recommendations as to whether these laws and policies should be continued or modified based upon human resource best practices.

(7) An analysis of the effect of in State regional variables on employee compensation and recommendations as to how those variables should be addressed in the future.

(8) Recommendations of how to evaluate and compare the value of employee fringe benefits.

(9) Recommendations, timetable, and design of a comprehensive performance based compensation plan across all government sectors for implementation by the General Assembly. Recommendations must include the design of an effective employee performance evaluation system, including the identification of effective employee performance measures and information systems (including estimated costs) to track and monitor employee performance.

(10) Training recommendations for supervisors and managers regarding employee productivity and performance evaluation.

(11) Recommendations to assure equity of compensation among public employees across government sectors.

(12) Feasibility of a consensus forecasting group to make annual recommendations for compensation policy across all government sectors. These recommendations should include how to establish and maintain priorities for General Fund appropriations necessary to fund the performance based compensation system while remaining affordable for the State and its taxpayers.

"SECTION 29.20.(b) In the event that the Legislative Services Commission contracts with a qualified consulting firm to perform the review and study, the consultant shall report its progress to the Fiscal Research and Program Evaluation Divisions every 90 days.

"SECTION 29.20.(c) By May 1, 2012, March 1, 2013, the Fiscal Research and Program Evaluation Divisions, or at their direction by the consultant hired to perform the review and study, shall report all findings and any other final results of the study, including recommendations and legislative proposals, to the 2012 Regular Session of the 20112013 General Assembly.

"SECTION 29.20.(d) All State agencies, departments, institutions,and institutions, and The University of North Carolina System, the North Carolina Community College System, and local education agencies System shall provide any information, data, or documents within their possession, ascertainable from their records, or otherwise available to them to the Fiscal Research and Program Evaluation Divisions and/or the consultant necessary to complete this review and study.

"SECTION 29.20.(e) The State Personnel Director, the State Budget Director, the State Controller, and the State Treasurer shall dedicate and identify staff for technical assistance, as needed, to aid in the reviews required by this section."

Exempt positions

SECTION 25.2E.(a) G.S. 126 5(d) reads as rewritten:

"(d) (1) Exempt Positions in Cabinet Department. – The Subject to the provisions of this Chapter, which is known as the State Personnel Act, the Governor may designate a total of 1001,000 exempt policymaking positions throughout the following departments:

a. Department of Administration;

b. Department of Commerce;

c. Division of Adult Correction of the Department of Public Safety;

d. Department of Public Safety;

e. Department of Cultural Resources;

f. Department of Health and Human Services;

g. Department of Environment and Natural Resources;

h. Department of Revenue;

i. Department of Transportation; and Transportation.

j. Division of Juvenile Justice of the Department of Public Safety.

The Governor may designate exempt managerial positions in a number up to one percent (1%) of the total number of full time positions in each cabinet department listed above in this sub subdivision, not to exceed 30 positions in each department. Notwithstanding the provisions of this subdivision, or the other requirements of this subsection, the Governor may at any time increase by five the number of exempt policymaking positions at the Department of Health and Human Services, but at no time shall the total number of exempt policymaking positions exceed 105. The Governor shall notify the General Assembly and the State Personnel Director of the additional positions designated hereunder.

(2) Exempt Positions in Council of State Departments and Offices. – The Secretary of State, the Auditor, the Treasurer, the Attorney General, the Commissioner of Agriculture, the Commissioner of Insurance, and the Labor Commissioner may designate exempt positions. The State Board of Education may designate exempt positions in the Department of Public Instruction. The number of exempt policymaking positions in each department headed by an elected department head listed above in this sub subdivision shall be limited to 20 exempt policymaking positions or one percent (1%) of the total number of full time positions in the department, whichever is greater. The number of exempt managerial positions shall be limited to 20 positions or one percent (1%) of the total number of full time positions in the department, whichever is greater.

(2a) Designation of Additional Positions. – The Governor, elected department head, or State Board of Education may request that additional positions be designated as exempt. The request shall be made by sending a list of exempt positions that exceed the limit imposed by this subsection to the Speaker of the North Carolina House of Representatives and the President of the North Carolina Senate. A copy of the list also shall be sent to the State Personnel Director. The General Assembly may authorize all, or part of, the additional positions to be designated as exempt positions. If the General Assembly is in session when the list is submitted and does not act within 30 days after the list is submitted, the list shall be deemed approved by the General Assembly, and the positions shall be designated as exempt positions. If the General Assembly is not in session when the list is submitted, the 30 day period shall not begin to run until the next date that the General Assembly convenes or reconvenes, other than for a special session called for a specific purpose not involving the approval of the list of additional positions to be designated as exempt positions; the policymaking positions shall not be designated as exempt during the interim.

(3) Letter. – These positions shall be designated in a letter to the State Personnel Director, the Speaker of the House of Representatives, and the President of the Senate by May 1 July 1 of the year in which the oath of office is administered to each Governor unless the provisions of subsection (d)(4) apply.

(4) Vacancies. – In the event of a vacancy in the Office of Governor or in the office of a member of the Council of State, the person who succeeds to or is appointed or elected to fill the unexpired term shall make such designations in a letter to the State Personnel Director, the Speaker of the House of Representatives, and the President of the Senate within 120180 days after the oath of office is administered to that person. In the event of a vacancy in the Office of Governor, the State Board of Education shall make these designations in a letter to the State Personnel Director, the Speaker of the House of Representatives, and the President of the Senate within 120 180 days after the oath of office is administered to the Governor.

(5) Creation, Transfer, or Reorganization. – The Governor, elected department head, or State Board of Education may designate as exempt a position that is created or transferred to a different department, or is located in a department in which reorganization has occurred, after May 1 July 1 of the year in which the oath of office is administered to the Governor. The designation must be made in a letter to the State Personnel Director, the Speaker of the North Carolina House of Representatives, and the President of the North Carolina Senate within 120180 days after such position is created, transferred, or in which reorganization has occurred.

(6) Reversal. – Subsequent to the designation of a position as an exempt position as hereinabove provided, the status of the position may be reversed and made subject to the provisions of this Chapter by the Governor, by an elected department head, or by the State Board of Education in a letter to the State Personnel Director, the Speaker of the North Carolina House of Representatives, and the President of the North Carolina Senate.

(7) Hearing Officers. – Except as otherwise specifically provided by this section, no employee, by whatever title, whose primary duties include the power to conduct hearings, take evidence, and enter a decision based on findings of fact and conclusions of law based on statutes and legal precedents shall be designated as exempt. This subdivision shall apply beginning July 1, 1985, and no list submitted after that date shall designate as exempt any employee described in this subdivision."

SECTION 25.2E.(b) This section becomes effective January 1, 2013.
UNIVERSITY FACULTY RECRUITING AND RETENTION FUND

SECTION 25.3. The Faculty Recruiting and Retention Fund under the Office of the President of The University of North Carolina is reestablished for the 2012 2013 fiscal year. Allocations from the fund shall be made for salary increases at the discretion of the President of The University of North Carolina only for the purpose of recruiting and retaining faculty members as necessary at constituent institutions.

teacher salary schedules

SECTION 25.6.(a) Section 3(a) of S.L. 2012 13 is repealed.

SECTION 25.6.(b) The following monthly salary schedules shall apply for the 2012 2013 fiscal year to certified personnel of the public schools who are classified as teachers. The schedules contain 36 steps, with each step corresponding to one year of teaching experience. Public school employees paid according to this salary schedule and receiving NBPTS certification or obtaining a master's degree shall not be prohibited from receiving the appropriate increase in salary. Provided, however, teachers employed during the 2011 2012 school year who did not work the required number of months to acquire an additional year of experience shall not receive a decrease in salary as otherwise would be required by the salary schedule below.

2012 2013 Monthly Salary Schedule

"A" Teachers

Years of Experience "A" Teachers NBPTS Certification

0 2 $3,080 N/A

3 4 $3,080 $3,450

5 $3,122 $3,497

6 $3,167 $3,547

7 $3,303 $3,699

8 $3,445 $3,858

9 $3,580 $4,010

10 $3,711 $4,156

11 $3,816 $4,274

12 $3,865 $4,329

13 $3,914 $4,384

14 $3,965 $4,441

15 $4,015 $4,497

16 $4,066 $4,554

17 $4,118 $4,612

18 $4,171 $4,672

19 $4,226 $4,733

20 $4,282 $4,796

21 $4,337 $4,857

22 $4,397 $4,925

23 $4,456 $4,991

24 $4,515 $5,057

25 $4,577 $5,126

26 $4,639 $5,196

27 $4,706 $5,271

28 $4,771 $5,344

29 $4,836 $5,416

30 $4,903 $5,491

31 $4,972 $5,569

32 $5,044 $5,649

33 $5,116 $5,730

34 $5,215 $5,841

35+ $5,318 $5,956

2012 2013 Monthly Salary Schedule

"M" Teachers

Years of Experience "M" Teachers NBPTS Certification

0 2 $3,388 N/A

3 4 $3,388 $3,795

5 $3,434 $3,846

6 $3,484 $3,902

7 $3,633 $4,069

8 $3,790 $4,245

9 $3,938 $4,411

10 $4,082 $4,572

11 $4,198 $4,702

12 $4,252 $4,762

13 $4,305 $4,822

14 $4,362 $4,885

15 $4,417 $4,947

16 $4,473 $5,010

17 $4,530 $5,074

18 $4,588 $5,139

19 $4,649 $5,207

20 $4,710 $5,275

21 $4,771 $5,344

22 $4,837 $5,417

23 $4,902 $5,490

24 $4,967 $5,563

25 $5,035 $5,639

26 $5,103 $5,715

27 $5,177 $5,798

28 $5,248 $5,878

29 $5,320 $5,958

30 $5,393 $6,040

31 $5,469 $6,125

32 $5,548 $6,214

33 $5,628 $6,303

34 $5,737 $6,425

35+ $5,850 $6,552

SCHOOL BASED ADMINISTRATOR SALARY SCHEDULE

SECTION 25.7.(a) Section 4(a) of S.L. 2012 13 is repealed.

SECTION 25.7.(b) The following base salary schedule for school based administrators shall apply only to principals and assistant principals. This base salary schedule shall apply for the 2012 2013 fiscal year, commencing July 1, 2012. Provided, however, school based administrators (i) employed during the 2011 2012 school year who did not work the required number of months to acquire an additional year of experience and (ii) employed during the 2012 2013 school year in the same classification shall not receive a decrease in salary as otherwise would be required by the salary schedule below.
2012 2013 Principal and Assistant Principal Salary Schedules

Classification

Years of Exp Assistant Prin I Prin II Prin III Prin IV

Principal (0 10) (11 21) (22 32) (33 43)

0 8 $3,828         

9 $3,977        

10 $4,123        

11 $4,240        

12 $4,295 $4,295      

13 $4,348 $4,348      

14 $4,406 $4,406 $4,461    

15 $4,461 $4,461 $4,518    

16 $4,518 $4,518 $4,575 $4,634  

17 $4,575 $4,575 $4,634 $4,695 $4,757

18 $4,634 $4,634 $4,695 $4,757 $4,819

19 $4,695 $4,695 $4,757 $4,819 $4,885

20 $4,757 $4,757 $4,819 $4,885 $4,951

21 $4,819 $4,819 $4,885 $4,951 $5,017

22 $4,885 $4,885 $4,951 $5,017 $5,085

23 $4,951 $4,951 $5,017 $5,085 $5,154

24 $5,017 $5,017 $5,085 $5,154 $5,229

25 $5,085 $5,085 $5,154 $5,229 $5,300

26 $5,154 $5,154 $5,229 $5,300 $5,373

27 $5,229 $5,229 $5,300 $5,373 $5,447

28 $5,300 $5,300 $5,373 $5,447 $5,524

29 $5,373 $5,373 $5,447 $5,524 $5,603

30 $5,447 $5,447 $5,524 $5,603 $5,684

31 $5,524 $5,524 $5,603 $5,684 $5,794

32 $5,603 $5,603 $5,684 $5,794 $5,909

33 $5,684 $5,684 $5,794 $5,909 $6,027

34 $5,794 $5,794 $5,909 $6,027 $6,148

35 $5,909 $5,909 $6,027 $6,148 $6,271

36   $6,027 $6,148 $6,271 $6,396

37     $6,271 $6,396 $6,524

38     $6,396 $6,524 $6,654

39       $6,654 $6,787

40       $6,787 $6,923

41         $7,061

2012 2013 Principal and Assistant Principal Salary Schedules

Classification

Years of Exp Prin V Prin VI Prin VII Prin VIII

(44 54) (55 65) (66 100) (101+)

0 18 $4,885      

19 $4,951      

20 $5,017 $5,085    

21 $5,085 $5,154 $5,300  

22 $5,154 $5,229 $5,373 $5,447

23 $5,229 $5,300 $5,447 $5,524

24 $5,300 $5,373 $5,524 $5,603

25 $5,373 $5,447 $5,603 $5,684

26 $5,447 $5,524 $5,684 $5,794

27 $5,524 $5,603 $5,794 $5,909

28 $5,603 $5,684 $5,909 $6,027

29 $5,684 $5,794 $6,027 $6,148

30 $5,794 $5,909 $6,148 $6,271

31 $5,909 $6,027 $6,271 $6,396

32 $6,027 $6,148 $6,396 $6,524

33 $6,148 $6,271 $6,524 $6,654

34 $6,271 $6,396 $6,654 $6,787

35 $6,396 $6,524 $6,787 $6,923

36 $6,524 $6,654 $6,923 $7,061

37 $6,654 $6,787 $7,061 $7,202

38 $6,787 $6,923 $7,202 $7,346

39 $6,923 $7,061 $7,346 $7,493

40 $7,061 $7,202 $7,493 $7,643

41 $7,202 $7,346 $7,643 $7,796

42 $7,346 $7,493 $7,796 $7,952

43   $7,643 $7,952 $8,111

44   $7,796 $8,111 $8,273

45+     $8,273 $8,438

central office salaries

SECTION 25.7C.(a) Section 29.14 of S.L. 2011 145 is repealed.

SECTION 25.7C.(b) The monthly salary ranges that follow apply to assistant superintendents, associate superintendents, directors/coordinators, supervisors, and finance officers for the 2012 2013 fiscal year, beginning July 1, 2012.

School Administrator I $3,349 $6,281

School Administrator II $3,550 $6,662

School Administrator III $3,769 $7,068

School Administrator IV $3,920 $7,349

School Administrator V $4,078 $7,647

School Administrator VI $4,326 $8,109

School Administrator VII $4,500 $8,436

The local board of education shall determine the appropriate category and placement for each assistant superintendent, associate superintendent, director/coordinator, supervisor, or finance officer within the salary ranges and within funds appropriated by the General Assembly for central office administrators and superintendents. The category in which an employee is placed shall be included in the contract of any employee.

SECTION 25.7C.(c) The monthly salary ranges that follow apply to public school superintendents for the 2012 2013 fiscal year, beginning July 1, 2012.

Superintendent I $4,777 $8,949

Superintendent II $5,071 $9,490

Superintendent III $5,380 $10,067

Superintendent IV $5,710 $10,679

Superintendent V $6,060 $11,330

The local board of education shall determine the appropriate category and placement for the superintendent based on the average daily membership of the local school administrative unit and within funds appropriated by the General Assembly for central office administrators and superintendents.

SECTION 25.7C.(d) Longevity pay for superintendents, assistant superintendents, associate superintendents, directors/coordinators, supervisors, and finance officers shall be as provided for State employees under the State Personnel Act.

SECTION 25.7C.(e) Superintendents, assistant superintendents, associate superintendents, directors/coordinators, supervisors, and finance officers with certification based on academic preparation at the six year degree level shall receive a salary supplement of one hundred twenty six dollars ($126.00) per month in addition to the compensation provided pursuant to this section. Superintendents, assistant superintendents, associate superintendents, directors/coordinators, supervisors, and finance officers with certification based on academic preparation at the doctoral degree level shall receive a salary supplement of two hundred fifty three dollars ($253.00) per month in addition to the compensation provided for under this section.

SECTION 25.7C.(f) The State Board of Education shall not permit local school administrative units to transfer State funds from other funding categories for salaries for public school central office administrators.