UNM utilizes a staff classification system designed to be descriptive of the work performed across many different jobs at the institution. Official job classifications help categorize, describe, and group similar positions used in a variety of different settings.
Some classifications, such as titles in the Program series, require additional review by HR Compensation prior to use in order to ensure effective and consistent classification assignments. The Program Series is widely used across the University and, for this reason, the following guidance is provided to aid departments in effectively understanding and navigating different positions within the series.
Program Series titles include:
Employees hired into program series titles are typically subject to a term appointment due to the fluctuation in funding from the respective contracts and grants.
Many entities utilize the term, “program,” to refer to different things. For instance, “program” is used when talking about computer programs, student recruitment and retention programs, performing arts programs, employee assistance programs and so on. The “program” referenced in Program series titles refers to the programs funded by contracts and grants. The University receives funds from many funding agencies in the form of contracts and grants in exchange for achieving set goals, fulfilling certain objectives, and delivering various outcomes.
In order to support the University’s ability to achieve these commitments, three (3) types of positions are utilized, including:
Additional factors are utilized to help distinguish the scope of work between each role in the series, as outlined in the following section.
The following table outlines the factors that typically distinguish the nature and scope of the most commonly used roles in the Program series:
| Title | Nature of Role | Level of Representation | Staff Oversight | Fiscal Responsibility | |
|---|---|---|---|---|---|
| Support Roles | Program Coordinator | Provides administrative and programmatic support for the operational activities of a contract/grant-funded program | May serve as an internal point-of-contact on day-to-day administrative matters | May provide guidance to lower-level staff; may supervise students and/or volunteers | No financial responsibility, but does track and reconcile accounts related to restricted funding |
| Program Specialist | Directly administers programmatic activities to support the success of the contract/grant-funded program, serving as a subject-matter expert in key aspects of the program | Serves as a point-of-contact for internal and external constituents regarding day-to-day activities of the program. May represent the contract/grant to stakeholders within the University or local area. | May supervise lower-level staff, students, and/or volunteers | < $250K per fiscal year | |
| Management/ Leadership Roles |
Program Manager | Oversees a large contract/grant-funded program or several smaller programs, bearing responsibility for the success of each. Responsible for allocating fiscal, operational and human resources to support successful achievement of the contract/grant’s stated objectives. | Solicits and secures local and state funding sources for services and programs. Represents the program to internal University constituents and broader, local community. | Manages a team of professional, technical and support staff (i.e. Program Specialists, Program Coordinators) | < $1 million per fiscal year |
| Senior Program Manager | Oversees multiple contract/grant-funded programs and subprograms, bearing responsibility for the success of each. Responsible for allocating fiscal, operational and human resources to support successful achievement of the stated objectives of all contracts/grants under the position’s area of oversight. | Solicits and secures local, state, and regional funding sources for services and programs. Represents the University and program to grant-funding agencies and entities within the region and state. | Oversees multiple teams of professional technical and support staff (i.e. Program Managers), including lower-level supervisors and managers | > $1 million per fiscal year | |
| Program Operations Director | Oversees several contract/grant-funded activities, ensuring the activities of various programs and sub-programs integrate effectively to meet overarching goals and objectives. Directs the effective allocation of resources to successfully achieve the stated objectives of all contracts/grants under the position’s area of oversight. | Solicits and secures local, state, federal, and/or international funding sources for services and programs. Represents the University and program to a broadly specified area of professionals including grant-funding agencies and entities within the federal government, across the country, and at the state/regional level. | Oversees a management team (i.e. Sr Program Managers and Program Managers) responsible for their respective units of professional, technical and support staff | Multi-million dollars per fiscal year |
To illustrate the typical relationship between roles, click here to access a sample organizational chart.
It is important to ensure that employees are appropriately classified to support the University’s goal of administering pay in a fair and consistent manner. If a supervisor identifies that an individual is not performing the scope of their assigned classification, it is best practice to proceed with reclassifying the role to a more appropriate classification assignment. Alternatively, a department may adjust the classification once vacated in order to minimize the impact on the employee holding the position.
HR Compensation recommends hiring positions in the Program series on a term assignment, in accordance with UAP 3200: Employee Classification, for a term period aligned with the length of the contract/grant funding. This ensures that if funding decreases, the University can re-align the title to the appropriate level based on present business needs. If the funding and scope of the contract/grant increases, a job may be reclassified via the reclassification process.
No. HR Compensation evaluates the duties and responsibilities of the position to determine if the overall nature aligns with the requested classification. The criteria provided above demonstrate factors typically associated with the scope of each classification; however, not all factors must be met.
