Placing Position Classifications into the Clinical Pay Range Structure
Placement in Clinical salary ranges may be proposed for a specifically defined clinical position classification only if all of the following conditions are in place:
- The position classification must call for specific professional licensure/certification as a stated minimum requirement.
- The position classification must provide direct professional services in one or more areas that are key to the overall mission of the institution.
- The position classification must have been confirmed by HR to be highly market-sensitive, typically difficult to fill, and mission-critical to the University or one of its major components.
- The pay rates in the comparative job market must have a verified history of being significantly higher than the market rates to which the UNM generic Staff Salary Range Structure is aligned.
- HR must have determined through review of intrinsic work value that upgrading the classification within the UNM generic Staff Salary Range Structure is not appropriate.
The initiating department must first prepare a written request to move an identified position classification or set of classifications to the Market-Specific pay range structure. The request documentation should contain, at minimum, the following elements:
- A letter of justification, signed by the department principal, outlining the background behind and reasons for the request (using the above list of preconditions as the basis.)
- A complete and current listing of the employees who would potentially be impacted by the request, to include UNM ID, name, org title and code, pclass title and code, and current salary rate.
- A concise statement of the duties and responsibilities of each included position, as well as the current minimum education, experience, and licensure/certification requirements of the position(s) and the unique knowledge and skills needed to perform the role successfully.
- A detailed 12-month turnover analysis for each position classification, including separation rates, reasons for separation, and summaries of outcomes of attempts to fill vacant positions in the classification(s) over the period, if any.
- Any quantitative, verifiable information obtained by the department that would facilitate an assessment of the request.
The above documentation should first be forwarded to senior line management for preliminary review and approval. Once this approval has been obtained in writing, the requesting department should route the package to Human Resources Compensation via the appropriate HR Consultant.
If, after review, HR Compensation verifies that there is a genuine market-based need to move a position classification into a Market-Specific pay range within grade, HR Compensation will assign an appropriate range to the classification based on proximity to the surveyed market average for comparable positions in other institutions and internal job equity considerations.
HR Compensation will notify all impacted departments and HR Consultants of any changes and will work administratively with the Employee Data Center to ensure that all changes are entered into the HRPR system.
Employees who are assigned to position classifications that have been moved into Clinical Salary Ranges will not typically receive pay increases if their current pay rates are at or above the minimum of the newly assigned range. Employees whose pay rates fall below the new range minimum will be raised to the minimum rate only (see Section 13 above.)
Once a position classification has been moved to a Clinical Salary Range, all employees assigned to the classification, regardless of location of employment, will be administered within that pay range.