NMSU is committed to providing a fair and competitive compensation program that will attract, retain, develop, and reward faculty and staff. Our goal is to provide a total compensation package (salaries and benefits) to attract and retain high caliber diverse employees. Factors that will be considered in determining compensation include market, credentials and merit. In addition, the compensation program will comply with all applicable laws and be clearly communicated.
Retroactive Pay Adjustments
Retroactive adjustments to rate of pay, wages or salary for work already performed are not permitted under New Mexico law. The only retroactive payments that will be allowed are those required to remediate a prior miscalculation, or other administrative error. All decisions relating to the possibility of a base pay adjustment require the proper administrative approvals and central Human Resource Services approval prior to negotiating, agreeing or notifying the affected employee. All pay transactions must be submitted with a future effective date. Ideally, pay adjustments should coincide with the beginning of a new pay period.
The purpose of these guidelines is to share information with colleges/divisions in order to allow greater flexibility and transparency of NMSU’s compensation practices for regular exempt staff. The guidelines were also developed to assist HR Services in responding to previous audit concerns and in documenting compensation practices to ensure consistency in their administration.
Access the Compensation Guidelines here. They are currently being piloted for regular exempt staff from January 2014 through May 2014, although some sections may be applicable to other position types.
Additional pay is an avenue that provides departments with various authorized methods to provide an employee with additional compensation beyond their normal regular hourly or salary pay under identified and approved special circumstances and conditions.
Below is a comprehensive list of all additional pay types and an indication of if they are eligible or ineligible for Educational Retirement Board wage reporting purposes.