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

2. 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 Job The Person

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 comp@unm.edu Phone: (505) 277-0610 Via your Client Services Consultant: Email: HRPR@unm.edu Phone: (505) 277-2013

9. Questions and Answers