School/College

Options for Staff Salary Adjustments

Requested by: RAFT Members

Presenter: Anelisa Simons, M.A.Sr. Compensation Specialist,

HR Compensation

The “job” versus the “person”

• Comprises the job duties and responsibilities designed to support the mission of the unit.

• Has a defined “market” value.

• Can be vacant or filled.

• Performs the job duties and responsibilities designed to support the mission of the unit.

• May perform poorly or may exceed performance expectations.

• The individual’s contributions may be defined by his/her unique qualifications, education, experience and/or set of skills.

The JobThe Person

Compensation Tools• Career Ladders – Proactive

approach to formally develop an employee into a job of a higher level.

• Reclassifications – Reactive approach to recognize change in duties and responsibilities.

Compensation Tools• In-Range Adjustments – Used to

recognize employees for performing additional duties of a higher level but not extensive enough to warrant reclassification.

• Departmental Reorganizations – The process of conducting an overall review of a department’s internal structure.

Compensation Tools Cont’d• Mass Salary Update (MSU) – Across

the board allocation to eligible staff as approved by the Board of Regents.

• Exception to MSU – An occasional request to address specific compensation concerns.

Scenarios

Additional Online Resources

http://hr.unm.edu/compensation/guidelines.php

http://policy.unm.edu/university-policies/

http://hr.unm.edu/

How to reach us

Directly:

•Email: comp@unm.edu•Phone:

(505) 277-0610

Via your Client Services Consultant:

•Email:

HRPR@unm.edu •Phone:

(505) 277-2013

Questions and Answers