Employment Process

Thank you for your interest in employment opportunities at The University of North Carolina at Pembroke. UNC Pembroke wants to find the most qualified candidates available to serve the University community. The following information should answer most of your questions regarding the employment process.

Equal Employment Opportunity/Affirmative Action

UNCP is an Affirmative Action/Equal Opportunity Employer committed to providing equal employment opportunity without regard to an individual’s race, color, religion, age, gender, sexual orientation, veteran status, national origin or disability. 

This contractor and subcontractor shall abide by the requirements of 41 CFR §§ 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals on the basis of protected veteran status or disability, and require affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified protected veterans and individuals with disabilities.

Application Process

Applicants must complete the application on the Online Employment System, answering all required questions. Applicants may attach documents such as a resume and cover letter as a supplement to the required application.

Age Requirements

The minimum employment age is eighteen years. Law enforcement officers must be at least twenty-one years of age. There is no maximum age for employment.

Veteran’s Preference and Individuals with Disabilities  

UNC Pembroke invites qualified veterans and individuals with disabilities to apply.   Veteran candidates should attach a copy of their DD-214 with all but the last four digits of the social security number redacted to their application packet.   Veteran and disability information is confidential and will not be shared outside of the Office of Human Resources. 

Position Announcements

  • The Department of Human Resources administers the recruitment and selection of applicants for staff vacancies that are Subject to the State Human Resources Act (SHRA), EHRA Non-Faculty (Exempt from the State Human Resources Act) and EHRA Faculty positions.
  • All university vacant positions are posted on the web at http://jobs.uncp.edu. 
  • The recruitment and hiring process for all positions is the responsibility of the departmental hiring official or designated search committee which includes the receipt of applications, application screening/interviewing, scheduling and selection process.

Closing Date

The closing date is indicated on each SHRA position announcement. EHRA Non-Faculty and Faculty positions may be opened until filled and may specify a date that the application review will begin.  Applications must be submitted online and received by midnight on the closing date for the specific position indicated.

Application Screening

Hiring decisions are typically made within four weeks after the closing date indicated on the Position Announcement for SHRA Positions. If an applicant is selected for an interview, he/she will be contacted by the department personally to schedule an appointment with the search committee. Applicants may login to the Online Employment System to view the application status for the position. 

EHRA Non-Faculty and Faculty positions typically have a longer timeline which can vary from a few weeks to a few months.   Applications are received by the designated search committee and reviewed.   The most qualified candidates are contacted for Web-Ex/Zoom interviews first and the pool is narrowed to two or three finalists.    At that point, the finalists are invited to campus.  

Reference Checks

Departments are encouraged to complete no less than three reference checks on a selected applicant prior to making a recommendation for hire. Under North Carolina General Statute 126, pre-employment references solicited by the University are confidential and may not be released to the applicant, employee or public.  Please see Reference Check Form.

Proof of Employability and Credentials

  • The State employs only US Citizens or Foreign Nationals who can provide proof of identity and work authorization on the first day of employment.  If employed, you must provide proof of your identity and eligibility for employment by your first working day.
  •  Males subject to Military Selective Service registration must certify compliance to be eligible for state employment (G.S. 143B-421.1).
  • Educational credentials will be verified within 90 days of a candidate's employment and prior to granting permanent status. To receive educational credit, degrees must be received from appropriately accredited institutions. Its territories must have their academic degrees validated as equivalent to the degree conferred by a regionally accredited college or university in the United States.

Compensatory Time

Non-exempt employees earn time and one-half for all hours worked over 40 in a work week. Paid leave time which is not worked such as vacation, sick leave, civil leave, family medical leave, and holidays does not count as work time for the purpose of determining overtime. An employee must actually work over 40 hours in a work week in order to earn overtime. Prior to authorizing paid overtime work, the supervisor must insure that funds are available.

Executive, administrative, and professional employees are exempt from the overtime provisions of the Fair Labor Standards Act. Exempt employees are eligible to receive holiday pay, holiday premium pay, and equal time off.

Time-Limited Appointments

A time-limited appointment is an appointment that has a limited duration. Employees in time-limited positions are not eligible for severance pay or re-employment priority upon separation or expiration of appointment.


When someone moves from one State agency to another or changes divisions or departments within an agency, it is considered a transfer. Transfers may involve a promotion, reassignment, demotion or lateral move. A candidate's leave credits and retirement account go with them. Also, the candidate's personnel file is transferred with them.

Human Resources Policies can be located on the University Governance page and under Personnel.

Temporary agency employees are available for certain classifications via Staffing Alliance and Two Hawk Employment Services. To request a temporary agency employee, please complete a Temporary Agency Employee Form. For questions, please contact extension 6279.


The University of North Carolina at Pembroke uses equivalencies, if appropriate for a job, in determining if a potential applicant meets the minimum education and experience qualifications. Jobs which allow for equivalencies will include the statement “or an equivalent combination of education and experience” in the minimum qualifications. For example, if a position requires a Bachelor's degree and two years of experience, the following applicants could potentially meet the minimum education and experience requirements of the position:

· Master's degree and no experience in the field

· Bachelor's degree and two years' experience in the same field

· Associates degree and four years' experience in the same field

· Six years of experience in the same field

Even though an individual may meet the minimum qualifications, the hiring official may prefer additional education, experience, etc. and in many cases the most qualified applicants and successful applicants have education and experience above and beyond the minimum requirements.

In evaluating equivalencies, the following general guidelines apply:



Must have met all requirements for completion of the degree program.

Doctoral degree = Master's degree + 3 years

ABD (all but dissertation) = Master's degree + 2 years

JD (Juris Doctorate) = Master's + 1 year

Master's degree = Bachelor's degree + 2 years of experience in the same field

Bachelor's degree = Associates degree + 2 years of experience in the same field

Associates degree = 2 years of experience in the same field

Vocational /Technical/Trade Schools 12 months = 1 year