School/College

1. Options for Staff Salary Adjustments Requested by: RAFT Members School/College Presenter: Anelisa Simons, M.A. Sr. Compensation Specialist, HR Compensation

2. The “job” versus the “person” 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. The Job • 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.

3. 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.

4. 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.

5. 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.

6. Scenarios

7. Additional Online Resources http://hr.unm.edu/compensation/guidelines.php http://policy.unm.edu/university-policies/ http://hr.unm.edu/

8. 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

9. Questions and Answers