Escolar Documentos
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OVERVIEW
GOALS/OBJECTIVES Decentralize compensation management & administration Reduce the need for reclassification reviews and improve speed of processing Provide a mechanism to reward employees for skills and competencies outside of annual salary recommendation process Provide more flexibility in pay for new hires Attract & retain employees in high skilled areas Maintain internal equity Allow for geographic differentials and market competitiveness
What is Broadbanding?
Grade levels
(50% wide) $31,503-$47,255 $28,895-$43,343 $26,544-$39,816 $24,355-$36,533 $22,376-$33,564
Broad Bands
(minimum 200% wide)
Current structure for Professional spans over 12 levels; classified spans over 21 levels
In a Broadband structure this could be changed to 14 total (4 bands with 3-4 zones each)
BAND DEFINITIONS
LEADERSHIP: Implements long-range objectives & links to strategic plans of the university, has significant management responsibilities and accountabilities, manages multiple levels of staff, and is accountable for long-term success of a unit. Titles include Director, Division Head, etc. MID-MANAGEMENT: Has direct first-line mid-management accountability, executes and interprets policies for the successful operations of an assigned section or functional area of a unit. Titles include Manager, Assistant Director, etc. PROFESSIONAL: Requires professional-level skills necessary to accomplish a wide range of assignments within a functional or specialty area; skills are usually demonstrated by a college degree or equivalent related career experience in a specific discipline. Titles include Accountant, Engineer, etc. ADMINISTRATIVE/OPERATIONAL SUPPORT: Typically task oriented; provides for clerical, analytical, administrative, and operational support needs of a unit under immediate/general supervision. Titles include Administrative/Department Secretary, Records Tech, Carpenter, etc.
$12,486 $19,000 $25,500 Zone B Minimum Control Maximum $16,500 Zone C Zone D $25,100 $33,600 Maximum $40,800 Control $35,500 Maximum $47,900
Minimum $20,000
Control $30,400
Minimum $23,500
$22,300 $35,300 $48,400 Zone B Minimum Control Maximum $31,500 $50,000 $68,400 Zone C Minimum Control Maximum $39,000 Zone D Minimum $46,400 $61,800 $84,600 Maximum $100,800
Control $73,600
Zone A
Minimum
Control
Minimum $49,000
Control $75,500
Zone A
Minimum
Control
Maximum
$45,000 $69,300 $93,600 Zone B Minimum Control Maximum $55,000 Zone C $84,700 Minimum $64,900 $114,300 Control $100,000 Maximum $135,000
Performance based salary increases Market changes Acquisition and application of higher level skills and competencies More complex work assignments Acquisition of relevant and necessary technical certifications
JOB FAMILIES
Example of Job Families: Administrative/Operational Support Band: Job Family title: Records Technician NMSU titles: Accounting Tech I & II, Records Tech I & II, Records Specialist, Audit Budget Tech I & II Professional Band: Job Family title: Computer Software Engineer NMSU titles: Engineer I-V
DEFINITION OF ROLES Roles have been redefined to allow for decentralization of compensation management and administration HUMAN RESOURCES OFFICE:
Will take on the role of a consultant rather than a gatekeeper Be involved in training and conduct/maintain market survey data Review salary requests having significant impact
DEFINITION OF ROLES,contd MANAGER/DEPT. HEAD: Review employee appeals Review and approve all pay decisions VP/DEAN: Review and approve all pay decisions Assure equity and consistency in compliance with policies and procedures
Overview of Laws Age Discrimination in Employment Act (ADEA) of 1967: Protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment.
(U.S. Department of Labor website: www.dol.gov)
Overview of Laws
Title VII of the Civil Rights Act of 1964
Prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex or national origin.
Overview of Laws
Equal Pay Act
Basically prohibits salary inequities between protected and unprotected classes. Salary differences must be explained by performance, job content, or individual credentials in keeping with reasonable industry practices. (Broadbanding: What It Is and How It
Works at the Ohio State University. Ch. 7. Pg.57. Lewellen, Fowler)
Implementation
General Sessions Meetings with administration Meetings with employees by unit Training for managers Appeal Process
QUESTIONS? CONTACT:
broadband@nmsu.edu
Human Resources Agustin Diaz 646-2805 Mack Adams 646-4148 Doris Gleason 646-1742 ACAP Executive Council Tim Nesbitt tnesbitt@nmsu.edu Tammy Anthony tanthony@nmsu.edu Norma Ledesma nledesma@nmsu.edu Paula Ross pross@nmsu.edu