Below is information on a range of resources specifically for SPA and EPA-non faculty staff, organized according to categories of “On campus organizations,” “Professional development resources,” “Reports related to gender equity on campus,” and “Family leave for staff.” Primarily, this page provides links to the relevant organization or policy, but please contact us directly if you would like to discuss your options or to address  any questions or concerns.

Please see Parenting @ UNC for more information on the benefits and resources available for caring for your family.

A note for postdoctoral fellows: postdocs are officially classified as temporary employees, but their leave provisions more closely resemble allowances for graduate students. Please see the Students resource page.

American Indian Caucus for Faculty and Staff

Association of Women Faculty and Professionals (AWFP) “offers women faculty and professionals opportunities for fun, networking and learning through social activities, seminars, discussion groups and other events.”

Carolina Black Caucus‘s vision is a university community that consistently and enthusiastically fosters, supports, and celebrates the achievement of Black employees at the University of North Carolina at Chapel Hill.

Carolina Campus Community Garden “aims to grow vegetables and fruit so that all employees have access to fresh, sustainably grown produce … and to serve as a learning community for developing gardening skills, healthy living, social responsibility, and interdisciplinary academic pursuits.”

The Employee Assistance Program “is a confidential counseling and resource program that is designed to help University employees and their families deal with both personal and work-related concerns.”

The Employee Forum “is a group of SPA and EPA Non Faculty Employees elected by their peers. The Forum’s mission is to address constructively the concerns of UNC-CH Employees.”

UNC Latinx Caucus is an important strategic alliance comprised of UNC Chapel Hill’s Latino alumni, faculty, staff, and postdoctoral fellows, for the benefit of the present and future of UNC.

LGBTQ Center “works to foster a welcoming and inclusive environment for UNC-Chapel Hill community members of all sexual orientations, gender identities and gender expressions.” Sponsors the LGBTQIA+ Faculty and Staff Monthly Mixers.

Ombuds Office staff “are a confidential, impartial, informal, and independent resource for staff, faculty, students and administrators at Carolina.”

Safe at UNC collects information about on and off campus resources, support, and reporting options for survivors of sexual violence.

Sister Circle is “a place for UNC faculty and staff of color to build community.”

Women’s Health Services (through Campus Health)

Human Resources provides a number of training modules designed to develop individual and group professional abilities:

Financial assistance for education:

  • Tuition waiver for up to 3 courses/academic year.
  • UNC Carolina Family Scholarship: A need-based award available to children of UNC employees. The scholarship consists of a $2000 grant for 4 years, provided that the recipient remains in good academic standing, to any UNC-system university or community college.
  • Employee, Spouse and Dependent Scholarship
  • Janet B. Royster Memorial Staff Scholarship “provides one or more annual awards [maximum $1000], based on the availability of funds.  Scholarships provide assistance towards earning a degree or other professional certification.”
  • Professional Development Grant (through Employee Forum) “covers work-related employee education and training and can be used for conferences, certificates, non-credit classes, or similar instructional opportunities; anything related to, or contributing to the professional skills of the individual employee, and not already covered by other resources at the University.” Only permanent employees are eligible.

The Chronicle of Higher Education has a database of staff salaries, searchable by state, sector, and Carnegie classification and broken down by institution, rank, and gender. (free through UNC portal) provides online training videos for almost any software imaginable.

Library skills: Kristan Shawgo is the research librarian for the collections in women’s and gender studies. She can answer quick questions over email or schedule appointments for more complicated questions.

These reports are compiled here to provide you with University-documented information about the campus climate and working conditions around gender. If you think that your gender is impacting your pay and/or working conditions, please feel free to contact us. You might also consider talking with someone in the Ombuds office to assess strategies for responding and addressing your situation.

The links below focus on the leave provisions for SPA and EPA-non faculty employees, which are governed by the federal Family Medical Leave Act. Employees who are half-time or more, who have at least 12 months service with the state, and who have been in pay status for at least 1040 hours of that 12 months are eligible for up to 12 weeks of unpaid leave to care for a new child (biological or adopted) or seriously ill family member. The leave is job protected, meaning the employee’s job will be available upon return, and the University will continue to contribute towards all benefits and retirement plans.

Please see Parenting@UNC for more information on the benefits and resources available for caring for your family.

If you would like to talk through your options for taking family leave or would like some help negotiating with your supervisor to take full advantage of your leave provisions, please contact the CWC or your HR representative.

  • SPA and EPA non-Faculty Family Leave Policy
  • SPA paid leave allowances: Holidays, Paid vacation, Sick leave
  • EPA-non faculty paid leave allowances
  • Voluntary shared leave: program allows employees to donate unused paid leave to other employees who have exhausted their allowance of paid leave (holiday, vacation, and sick).
  • Modified responsibilities: some, but not all, units will allow staff to assume modified responsibilities for a time following the birth or adoption of a child. If you would like assistance broaching this topic with your supervisor, please contact us.
  • Flexible Work Arrangements: “University managers have the ability to utilize flexible work arrangements to meet departmental needs while at the same time providing enhanced flexibility to employees.” The three main options are 1) temporary change in work schedule, 2) flexible work schedule, and 3) work from home arrangements.