Budget Realignment Initiative (BRI) Resources
- Phased Budget Realignment Memo
- Budget Realignment Initiative (BRI) Guidelines and Timelines – First Phase
- Budget Reduction Position Management Guidelines
- Budget Realignment Resources (Budget Office Website)
- In-Range Adjustment Request Form: An in-range adjustment may be requested (for exempt staff only) to establish equitable salary relationships. In-range adjustment requests must include consideration of all of the following; availability of funding, employee’s job related qualifications, performance, and internal equity. Get the In-Range Adjustment Request – Instruction and General Information Sheet for more information.
- Position Change Requests for Staff: Requests involving creation of new positions or reclassification of existing positions (filled or vacant) are conducted through PeopleAdmin. Requests funded from unrestricted funds are reviewed annually in conjunction with the university annual budget review process.
- Classification Appeal: Classification determinations (reclassification filled/vacant and new position request) may be appealed by submitting the Classification Appeal Form. Please review the Exempt Staff Compensation Guidelines for additional information.
- Notification to Employee: College/Divisions are notified of classification determinations (reclassification filled/vacant and new position request) at the conclusion of Human Resource Services review. Notification to employee is processed by the college/division and must be completed in a timely manner (recommended within two days of receipt of official HRS notification). In order to assist with the notification, HRS has created a template for both the denied and approved determinations.
A classification description groups jobs together that have similar functions and responsibilities; and also places jobs into the appropriate job family. Classification descriptions are available at http://hr.nmsu.edu/psnclsdsc/psnclslst.php.
A position description may be customized to include specific duties associated with a job. These specific duties allow the candidate/employee to better understand his/her individual job duties.
Below are some brief descriptions of the position management options available to administrators. For the details and the process of each, please refer to the Compensation Guidelines or work through your HR Liaison for questions regarding nonexempt positions.
Position Establishment of a New Position
A new position may be created when there is a new function to perform, because workload has been increased, because there is a need to restructure the work of the organization; or because additional funding has been identified to create a position to meet a priority need.
Vacant Position Elimination
When it has been determined that the duties assigned to a vacant position are no longer needed or can be performed by existing positions, the position may be eliminated as a cost reduction strategy or to use position funds on other personnel actions.
Vacant Position Reclassifications
When an employee vacates a position, the same classification is typically posted to replace the vacancy. If, however, the department has recognized a need to significantly modify the position duties a reclassification request should be submitted prior to posting the position.
Filled Position Reclassifications
An employee’s duties should be reviewed if the majority (over 50%) of its current primary duties and responsibilities are substantially and demonstrably different from those listed in the current classification description or when the department has recognized a need to significantly modify the position.
Reclassifications – Salary Adjustments
Employees in positions reclassified to a higher or same level position may or may not be entitled to a pay increase depending on their experience and education related to the new classification. Employees in a position reclassified to a lower level shall not be entitled to a pay increase.