BROADBANDING

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 Broad Bands (50% wide) (minimum 200% wide) Current structure forIn a Broadband structure Professional spans overthis could be changed to 12 levels; classified spans14 total over 21 levels(4 bands with 3-4 zones each) $28,895-$43,343 $26,544-$39,816 $24,355-$36,533 $22,376-$33,564 $45, ,000 $34,000- $102,000 $22,300- $100,800 $12,486- $47,900 $31,503-$47,255

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.

BAND SALARY RANGE AND PAY ZONE DEVELOPMENT Broad salary ranges are created for each band to accommodate the diversity of jobs and the wide range of values the market places on them. Within each band, three to four pay zones may be created to: –Recognize jobs having differing levels of complexity, responsibility and skill –Capture appropriate market differentials between jobs –Ensure that internal equity relationships are preserved –Provide employees with the opportunity for growth within the zone –Guide supervisor to place the employee’s salary in the band based on market

Band And Zone Pay Ranges Minimum Maximum $12,486 $47,900 Zone C Minimum Control Maximum $20,000 $30,400 $40,800 Zone D Minimum Control Maximum $23,500 $35,500 $47,900 Administrative/Operational Support Band Zone AMinimum Control Maximum $12,486 $19,000 $25,500 Zone B Minimum Control Maximum $16,500 $25,100 $33,600

Band And Zone Pay Ranges Professional Band MinimumMaximum $22,300$100,800 Zone AMinimum Control Maximum $22,300 $35,300 $48,400 Zone BMinimum Control Maximum $31,500 $50,000 $68,400 Zone CMinimum Control Maximum $39,000 $61,800 $84,600 Zone D Minimum Control Maximum $46,400 $73,600 $100,800

Band And Zone Pay Ranges Minimum Maximum $34,000 $102,000 Zone AMinimum Control Maximum $34,000 $52,400 $70,700 Zone B Minimum Control Maximum $40,500 $64,000 $86,400 Zone C Minimum Control Maximum $49,000 $75,500 $102,000 Mid-Management Band

Band And Zone Pay Ranges Minimum Maximum $45,000 $135,000 Zone AMinimum Control Maximum $45,000 $69,300 $93,600 Zone B Minimum Control Maximum $55,000 $84,700 $114,300 Leadership Band Zone C Minimum Control Maximum $64,900 $100,000 $135,000

PROGRESSION WITHIN ZONES AND BANDS (subject to available department funds) 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, cont’d HUMAN RESOURCES OFFICE LIAISON: Conduct daily oversight and monitoring of the program Ensure policies and procedures are being followed in their designated area SUPERVISOR: Assure equitable and nondiscriminatory application of all policies Recommend salary adjustments Recommend placement within bands Screen resumes and conduct interviews

DEFINITION OF ROLES,cont’d 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

PAY POLICIES AND PROCEDURES Promotion or reclassification will be based on performance, internal equity and market Allows pay increases of up to 15% to be determined at the College/VP level for all classifications Pay structure focus is on performance Adjustments for longevity, service increases, degree increment adjustments will continue Annual salary adjustments will continue to include a cost of living and performance adjustment

Overview of Laws Age Discrimination in Employment Act (ADEA) of 1967: Protects certain applicants and employee’s 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:

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: Human Resources Agustin Diaz Mack Adams Doris Gleason ACAP Executive Council Tim Nesbitt Tammy Anthony Norma Ledesma Paula Ross