2026 New Faculty
Orientation Workshop
Human Resources
August 10, 2026
NC State’s Employee Value Proposition
At NC State, our employee value proposition aims to create an ecosystem of meaningful work opportunities that align with Wolfpack 2030: Powering the Extraordinary, NC State’s strategic plan, and that provide an accepting and dynamic culture, opportunities for personal growth and professional development, and programs to support your busy life. Simply put, we want you to achieve your highest potential at work.
The College of Engineering Human Resources team proudly provides strategic human resources services through professional consultation and exceptional customer service to deliver consistent, effective, and efficient support to the Engineering community.
Provides ongoing consultative decision making, communications, training, tools, strategic planning and resources to individuals in the departments and units who are responsible for human resources.
Key Objective:
To empower department representatives so they can become content "experts" for their respective area(s).
Supports HR for individual COE departments and units, including:
Manages and administers all HR Programs across the College, including:
University Human Resources
■ Benefits, Employee Wellness and Work Life
■ Classification and Compensation
■ HR Project Management Office/ HR Continuous Improvement
■ HR Service Center
■ Human Resources Information Management & Analytics (HRIMA)
■ Learning and Organizational Development
■ Marketing, Communications & Technology Support
HR at NC State
Policy
General standards or procedures adopted by the Board of Trustees under delegated authority.
Regulation
Standards or procedures adopted by the chancellor or delegee, addressing compliance with laws, Board policies, or matters under the chancellor’s administrative authority.
Rule
Standards or procedures adopted by academic or administrative units to implement university policies or regulations, requiring approval from relevant authorities within the university hierarchy.
Personnel PRR Website
Any personnel PRR related to appointments can be found on this website: https://policies.ncsu.edu/category/personnel/
Understanding Your 9-Month Contract!
Contract & Payment Cycle Overview
A 9-month deviated contract is an academic appointment where faculty are contracted to work from August 16 to May 15, while payments are spread across the entire fiscal year (July 1 to June 30).
First-Year Note: New employees do not receive a check in July. They receive two months of pay in August after starting work.
Since the HR System is set up for 12 equal monthly payments, an effective date other than Jan 1 or July 1 will generally lead to an overpayment or underpayment. Use this rule of thumb:
Fall Semester
Start Late — We will owe you
Leave Early — You will owe us
Spring Semester
Start Late — You will owe us
Leave Early — We will owe you
Resources & Examples
Examples of deviated contracts can be found here: Academic Year Appointments
Summer Salary Guidelines
REG 05-58-01
Additional Compensation paid through the University for work during the Summer period (May 16 – August 15).
Reading Sections from the Reg:
Submission Process
Additional Compensation System
Requests are initiated by departments and must be approved by both Department Heads and the College Business Office.
Sponsored Research (5 accounts)
Requests funded from sponsored research projects are automatically routed to the College Research Office for final approval.
Mandatory Training
Tutorial Requirement
A Summer Salary Tutorial is strictly required for all faculty receiving summer salary from sponsored research, and all active administrators.
CRITICAL DEADLINE
Training must be completed prior to the Friday before the first summer session begins!
Summer Salary (cont.)
Earnings Limits & Exceptions
33.33% Maximum Limit: 9-month faculty may earn up to 33.33% of their prior academic year's Base Salary (as of 5/15) from all funding sources during the summer.
Dean's Written Approval: Any exception exceeding the 33.33% maximum must be approved in writing and in advance by the Dean (not designee).
Sponsored Projects Cap: No exceptions beyond 33.33% are permitted for faculty paid in whole or in part from sponsored research funds.
90% Pay-Period Threshold: Earnings cannot exceed 90% of allowable Summer Salary per pay period without prior written Dean approval and an approved management plan on file.
Justification Requirements
Mandatory Justification: All faculty requesting summer salary, regardless of the funding source, are required to submit a brief description of the summer work to be performed.
Format: The description must be concise, typically consisting of 1-2 sentences.
Note: Funding requests and actions will be pushed back immediately if there is insufficient information or detail provided.
Calculating Summer Salary
Total Compensation used to calculate Summer Salary payments:
Example on calculating the 90% monthly threshold that can be earned on sponsored research projects:
Summer Salary Calculations:
Types of Employee Classifications
SAAO
Senior Academic Administrative Officer
Exempt from the North Carolina Human Resources Act
Exempt Professional Staff
Examples:
Research Scholar, Lab Manager
Types of Employee Classifications (cont.)
Postdoctoral Scholars
Individuals with advanced degrees seeking additional research or clinical training.
Visiting & Unpaid Affiliations
Examples:
Biweekly
Examples:
Overview
A postdoc is an individual with an advanced degree (Ph.D. or DVM) seeking additional training to further their readiness for academic, research-based, or clinical careers.
Classifications
Per REG 10.10.08, there are distinct classifications based on responsibilities and funding:
Appointment Terms
Duration Limit:
Appointments are at-will and may not exceed 5 years (60 months) total at NC State.
Funding Contingency:
If position relies on non-state appropriated funds, the appointment letter must:
Postdoctoral Scholars (cont.)
Hiring & Compensation
Before hiring a postdoc, reach out to your Department HR or Business Office to understand the process.
Regulations & Oversight
The Office of Postdoctoral Affairs (OPA) has oversight of postdoc appointments.
Unpaid Affiliations
Overview
An unpaid affiliation is a designation given to individuals who are affiliated with the university but do not receive monetary compensation for their contributions.
These appointments are often extended to professionals, researchers, or scholars who collaborate with university departments, programs, or research centers.
Examples:
Guidelines & Process
Academic Research Visitors
Academic Visitors engaging in research requiring campus facility or online system access.
*Process Note: Allow 2+ weeks for approvals. Additional time required for J-1 visa sponsorship.
02 Initiate Request
Host (or delegate) initiates visit request by completing a Visiting Researcher Questionnaire.
03 ORI Review
Office of Research and Innovation (ORI) reviews activity and sends Visiting Researcher Agreement (VRA). For foreign visitors, Export Controls and Restricted Party screens are completed.
04 HR Action
Department/Unit HR lead receives the approved request and initiates the HR action.
05 College Approval
College HR reviews the request and approves if all documentation is provided and uploaded.
06 Confirmation
Research Visitor appointment is confirmed and unity ID is acquired.
Biweekly Appointments
Hiring & Contact
Faculty should contact their Department HR/Business Office to understand the department’s process for hiring:
Use the COE Request to Hire and/ or Modify Student Worker form for student employment.
Key Guidelines
Remote and Flexible Work Schedules
Faculty and staff members are expected to reside in North Carolina as their primary residence (or within a reasonable commuting distance across state lines to the work station) unless a remote work location has been requested and approved | |
Remote Work Location refers to work done 100% off-campus | Flexible Work Arrangements are working options that involve adjustments to an employee’s work schedule, hours, and/or work site to effectively accomplish the duties and responsibilities in the employee’s position |
| Flexible Work Hours: Start/ End times outside of core work hours Compressed Workweeks: Working longer hours on fewer days. Alternative Work Locations: Performing job duties from an alternate location (not 100% off-campus) |
Remote Work Location requests must originate form an employee’s supervisor in MyPack Portal/ Manager Self Service | Employee’s make the Flexible Work Arrangement Request in MyPack Portal/ Employee Self Service after discussing with their supervisor |
Remote Work Arrangement Essentials Full Remote Work Location Tool **Per Provost: all faculty positions are deemed to be in-person appointments, and instruction and faculty presence on campus are generally expected unless specifically deemed otherwise in the faculty member’s appointment letter or through an authorized remote work location as requested by the dean and approved by the provost. |
MyPack Portal
Employee Self Service: Submit Flexible Work Arrangement, travel, benefit details, WolfTime, Payroll/ Taxes, Personal Details
Manager Self Service: Manage direct reports, approve time, Wolfpack Performance Program team management
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Faculty Resources
Tenure & Dossier
Faculty Resources (cont.)
Annual Reviews
Statements of Faculty Responsibilities(SFR)
Faculty Resources (cont.)
Leave and Wellness Programs
Leave Programs
Up to 12 (or 26) weeks of unpaid, job-protected leave. Contact the Leave Team at NCSULeaveTeam@ncsu.edu.
9-Month Faculty Only:
Medical and Parental Leave regulation specifically for 9-Month Faculty.
Wellness Resources
Built around the Six Elements of Wellness: Purpose, Social, Financial, Physical, Emotional, and Community.
Dedicated support and health resources tailored specifically for NCSU faculty.
Offers confidential support, professional counseling, and helpful resources whenever you need them.
Support & Health
Provides reasonable accommodations for religious needs and disabilities, alongside pregnancy-related adjustments.
Provides comprehensive coverage benefits for the treatment of mental illness and substance abuse via clinical providers.
Thank You!
Thank you for your time. For any inquiries regarding College of Engineering Human Resources please reach out via the contact channels below.
Email: coe_humanresources@ncsu.edu
Website: Human Resources | College of Engineering
Office: College of Engineering HR,Fitts-Woolard Hall, 915 Partners Way, Raleigh, NC 27695