The University of New Mexico 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. To this end, the University seeks to retain employees in key professional or managerial positions that are deemed critical to business needs and difficult to fill.
Therefore, UNM Human Resources offers departments the opportunity to increase the salary of high performing staff members with critical skills who receive a written offer of employment from an external or internal employer, as outlined in the following guidelines:
A counter offer may be considered on an exception basis if a key professional or managerial employee in a position that has been deemed both critical to business needs and difficult to fill has received and can produce a written employment offer from a hiring agency that is external to UNM or from another UNM department.
All proposed counter offers must be discussed case-by-case with HR, to determine that the above criteria are met, before making the offer to the employee. Departments are not permitted to engage in a bidding war to retain the employee and therefore, only one counter salary may be offered to the employee following a written offer of employment.
Employees who accept a counter offer will be required to wait 24 months prior to receiving any additional offers from their current department, including retention offers. Employees on trial or probation are not eligible for counter offers.
Counter Offer Process
Departments must obtain approval prior to making a counter offer to an employee. To obtain approval, complete a Counter Offer Justification Form, which should outline why the position is difficult to fill and critical to business needs, as well as the essential skills and qualifications obtained by the incumbent which directly relate to the position.
Budgetary approval will be required prior to submitting the request to HR Compensation. Departments who are currently subject to the hiring moratorium will require approval by the Hiring Moratorium Committee prior to submitting the form to HR Compensation.
When all of the appropriate approvals are obtained, the Counter offer Justification Form may be sent to HR Compensation at email@example.com. Departments under the School of Medicine should submit the Counter Offer Justification Form (School of Medicine) through School leadership for approval.
Determining an Appropriate Salary
A salary range will be recommended by HR Compensation based on a range of factors, including the desired counter offer salary, the employee’s relevant education and skills, equity between employees in the same or similar titles, available budget, and so on. Please note, the salary recommendation will be based on the employee’s current classification, regardless of the level of the offered position.
Frequently Asked Questions
Yes. Departments may consider offering an employee a retention offer. Employees who receive a retention offer will not be eligible for additional offers, including counter offers, for 24 months. You may also consider engaging in employee recognition efforts to acknowledge high-performing staff.
This depends largely on the position and the department’s business needs; however, such positions are generally technical or professional in nature, requiring skills and qualifications that are uncommon in the marketplace.
- UNM is fortunate to have many high-performing employees who contribute significantly to the success of the University’s missions and goals. However, not all positions are considered critical and, thereby, may not be eligible for counter offers.
- If you have a high-performing employee whom you want to reward for their service, we encourage you to engage in employee recognition efforts outlined on the HR website to acknowledge their contributions to your department.
- The employee must provide a signed offer letter on company letterhead. The document may be electronic, but should not be in a format that is readily editable, such as Microsoft Word.
- Additionally, the offer letter should indicate the starting salary and position title. This information is helpful in determining an appropriate counter offer.
Yes, an employee must have an official offer letter in order to proceed with the Counter Offer request. However, departments can utilize the Retention Offer option in cases where a high-performing, critical staff member has indicated that they are seeking employment elsewhere.