Staff Compensation Assessment 2021 - INFORMATION SESSION Human Resource Services - Human Resource ...
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Staff Compensation Assessment - 2021 INFORMATION SESSION Human Resource Services Employment & Compensation Services
Topics to Cover: Compensation Key Messages Staff Compensation Timeline/Milestones Major Work Steps Philosophy Assessment Overview Essential Element: Position Profile
Compensation Philosophy • NMSU is committed to providing a fair and competitive compensation program that will attract, retain, develop, and reward staff. • 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. • 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.
Key Messages Project does not ensure or intend to increase salaries. All compensation and salary actions are subject to the availability of necessary financial resources. This is not intended to increase the number of job descriptions, but rather better align core job duties and responsibilities. Process followed is predicated on sound compensation practice. Implementation of a regular system-wide staff compensation assessment process, going forward.
Staff Compensation Assessment Overview • The project will consist of a comprehensive review of staff salary and compensation policies, practices as necessary for overall system achievement. • Project Goals: • Review of staff compensation policies and practices, • Review, rewrite and alignment of job descriptions. • Market Data Analysis • Compensation Structure • Market Data Analysis
Timeline/Milestones
Major Work Steps
Essential Element of Project POSITION PROFILE
What is a position profile? Provide a basis for job Document the job duties and evaluation, salary surveying, responsibilities, primary market pricing, and duties/examples, supervisory developing equitable pay responsibility ranges or salary structure
Key Items – Position Profile Describe the jobs as they currently exist, not A consistent format as they will exist at should be applied sometime in the future Careful analysis of the important facts about Describe a position, not the job and the the incumbent, individual positions in currently in the position the job
Position Profile - Phases
Timeline/Milestones
Contact Information NMSU Human Resource Services Employment & Compensation Services https://hr.nmsu.edu/employment/nmsu-staff-compensation-assessment/ teamhrs@nmsu.edu
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