Staff Compensation Assessment 2021 - INFORMATION SESSION Human Resource Services - Human Resource ...

Staff Compensation
Assessment - 2021
       INFORMATION SESSION

 Human Resource Services   Employment & Compensation Services

Staff Compensation
    Assessment
      OVERVIEW

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