Who We Are
The Compensation Department provides a full range of services and initiatives within a highly regulated environment. We strive to maintain a comprehensive and competitive total compensation plan for all UNM staff employees, and to continuously provide management with clear and consistent compensation tools that contribute to the success of the overarching mission of The University of New Mexico.
As a means of supporting the University community, the Compensation Department:
- Serves as the principal institutional source of consultative expertise on all classification and compensation matters pertaining to staff employees
- Collaborates with client management in the resolution of complex day-to-day classification and compensation issues
- Provides expert advice on best practices
- Ensures compliance with University policies and state and federal compensation laws
We also develop, administer, and ensure quality management of all institutional compensation policies, guidelines, and procedures related to staff employees. This set of tools is intended to assist management in making sound decisions regarding employee pay, based on objective job-related criteria, in a consistent, non-discriminatory manner and in compliance with applicable federal and state laws.
In an effort to promote informed, data-driven compensation decision-making, external competitiveness, and internal equity, we design and implement all strategic institutional compensation initiatives based on frequent job market reviews, general compensation trends, internal staffing trends, and researched cost-benefit analyses. We develop and maintain the institutional salary plans for UNM staff employees, oversee classification development and the overall salary administration for staff employees.
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Although the current global economic downturn remains a challenge to our institution
as well as to the community in general, UNM is continuing to look strategically toward
the future. In this regard, the University has adopted a "Vision Statement for the
Compensation of UNM Staff Employees."
The Vision Statement, which has been ratified by the Executive Cabinet, provides
a clear philosophical framework with which to facilitate the achievement of the
President's strategic goal of establishing a comprehensive and competitive total
compensation plan for all UNM staff employees.
The Staff Total Compensation Plan
There are four factors that are key to the success of the University's Staff Total Compensation Program:
- Competitiveness in the Job Market
- Internal Job and Pay Equity
- Reward for Individual Performance and Growth
- Recognition of the Quality of Life Needs of Employees
To provide a sound framework for addressing these key factors, we will aspire to develop and maintain a
comprehensive staff compensation program that consists of the following elements:
A responsive, market-based pay grade and salary range system that allows for structured, merit-based
salary growth and advancement, both within defined pay ranges and between established pay grades.
A position classification hierarchy that has been aligned within the pay grade system, using a combination
of market comparison and job evaluation methodologies. This approach helps to establish both the external
job worth and the relative intrinsic work value of individual positions, and provides a framework for
creating job equity and meaningful career progression opportunities for employees. A comprehensive, flexible,
and competitive employee benefits plan consisting of a variety of quantifiable monetary benefits and
substantial retirement benefits. An array of work-life programs and policies, to include educational
opportunities, an attractive paid leave policy, a range of health and wellness programs, and access to
alternative work arrangements.
The Philosophy behind the Plan
The University recognizes the vital role its staff employees play in carrying out its stated mission to serve as
New Mexico's flagship institution of higher learning through teaching, research, patient care, and community
service. It is therefore the intent of the University to maintain a total compensation program for staff that:
- is capable of attracting and retaining top quality staff at all organizational levels,
- provides an effective framework for rewarding individual performance excellence and employee growth and development,
- recognizes the need to demonstrate fair and equitable compensation of its staff employees at all organizational levels,
- supports the University's commitment to the community to serve within its fiscal means and legal obligations as a public institution of the State of New Mexico.
The Total Compensation Program we provide for our staff employees must be dynamic, flexible, and responsive to
enable us to quickly address current and emerging compensation challenges and support the changing needs and
operating objectives of the institution.
- Our Total Compensation Program reflects our acknowledgment that the support of our staff employees is critical to
the achievement of the University's mission, goals, and objectives, and that our staff employees are key stakeholders
in the success of the institution.
- Our Total Compensation Program supports and promotes diversity in the workplace and is administered without regard
to gender, ethnicity, national origin, age, sexual orientation, disability, marital status, religion, or political
- Our Total Compensation Program must be fair and equitable and must be seen to be so by our employees.
- Our Compensation policies and procedures are based on the principles of transparency, consistency, and objectivity.
- Staff salary rates are based on the nature and level of responsibility of the job being performed, as well as on
level of individual performance, job-related education and training, and demonstrated competencies and skills.
- Our position classification structure provides our staff employees access to meaningful career development opportunities
based on knowledge, skills and ability, achievement, and demonstrated performance on the job.
- We use quantifiable and objective measures to evaluate the success of our Total Compensation Program over time.