Post on 25-Dec-2015
transcript
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