NMSU Staff Compensation Assessment Project – 2021
Timeline & Associated Milestones
Major Work Steps
Position Profile Distribution
Frequently Asked Questions
NMSU Compensation Philosophy
- NMSU is committed to providing a fair and competitive compensation program that will attract, retain, develop, and reward staff. The University’s goal is to provide a competitive total compensation package tied to the application of knowledge and skills and the achievement of institutional goals. In addition, the compensation program will comply with all applicable laws.
- NMSU is committed to maintaining a work environment free of discrimination and encourages all employees to strive to reach their full potential.
- The compensation philosophy for NMSU is based on a commitment to hire and retain qualified, motivated employees at all levels within the institution while meeting the needs of the University. This philosophy is the foundation of NMSU’s compensation system and is designed to support the successful attainment of the university’s vision, mission, values, and institutional objectives.
- NMSU aspires to support our values through a compensation program that provides:
- Competitive salary ranges to enable the recruitment and retention of qualified employees.
- A performance planning and common review process that works to develop the abilities of each employee and provide the feedback necessary to ensure their success.
- Administrative systems that are designed to systematically and equitably manage pay on a University-wide basis, yet allow the flexibility needed to be effective in a dynamic and ever-changing environment.
- Communications that will support a general understanding of compensation programs throughout the University.
- It is the objective of the University to ensure that the compensation plan is fair, internally equitable, externally competitive, links pay to performance, is widely understood and accepted by those it affects. The objectives are as follows:
- To be Fair – A plan that is fair to both the individual and the University.
- To be Internally Equitable – A fairness criterion that directs an employer to establish wage rates that correspond to each position’s relative value to the organization, which may include consideration of experience, education, and skills.
- To be Externally Competitive – Specific to a particular classification, and the “market” for the skills needed. Pay ranges that are comparable to those offered by local, regional and where appropriate, national employers for specific circumstances.
- To Link Pay and Performance – Individual performance, institutional performance, and the needs of the University will all be considered when determining pay.
- To be Understood and Accepted – A commitment by the University to communicate and maintain a compensation program based on transparency.
- All compensation and salary actions are subject to the availability of necessary financial resources.
The Committee members have signed an agreement to keep the project information confidential and not to use any of the information provided to them for any purpose other than what is intended for this project.
|Gena Jones||Asst VP HRS/Chief HR Officer||Human Resource Services
|Abigail Denham||Dir, Employment & Compensation Services||Human Resource Services
|Joseph Almaguer||HR Operations Unit Coord||Employee Council|
|Yvonne Mendoza||Admin Asst, Inter||AFSCME|
|Juanita Hannan||Dir, Research & Budgeting/DE||College of Education|
|Suzanne Berger||Dir, Facs & Services Admin||Facilities & Services|
|Norma Grijalva||Chief Information Officer||Information & Communication Technologies|
|D'Anne Stuart||Assc VP Admin & Finance||Administration & Finance|
|Alisha Giron||Assistant Vice President for Research, Administration||Vice Pres Research|
|Patrick Klingman||CC Chief Student Affairs, SM||Grants Community College|
|HRS UEPIG Board||HRS User Experience Process Improvement Group|
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Faculty Compensation Studies
In concert with its Strategic Plan, LEADS 2025, Goal 4 – Build a Robust University System, NMSU continuously seeks to undertake process improvements leading to incorporation of best practices in its day-to-day operations. Ensuring NMSU has appropriate policies and procedures in place to guide faculty compensation practices is a Goal 4 priority of Provost Carol Parker, and HRS Assistant Vice President, Gena Jones. Information is located athttps://provost.nmsu.edu/provost-office-projects/faculty-compensation/index.html.