| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 65.26 |
| Liaison | Allison Jenks |
| Submission Date | Nov. 30, 2012 |
| Executive Letter | Download |
New Mexico State University
PAE-11: Sustainable Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
8.00 / 8.00 |
David
Brockmeyer Sr. University Training Specialist Center for Learning & Professional Development |
Total number of employees working on campus (including contractors):
Number of employees (including contractors) that the institution ensures earn sustainable compensation:
A brief description of how the institution ensures that its lowest-paid workers (including contractors, if applicable) receive sustainable compensation:
It should be noted that according to the Bureau of Labor Statistics report dated May 2011, the mean hourly wage in the Las Cruces area is 14% below the national mean. NMSU uses a variety of methods to ensure fair, sustainable compensation for all levels of employees. Annual wage surveys are conducted with other institutes of higher learning and periodic comprehensive wage studies are conducted. A comprehensive market equity survey was conducted in 2009 for faculty and market equity adjustments made. This was continued for staff in 2010 and in January 2011, market adjustments were made to those employees below market level and earning less than $50,000 annually. It implemented a new classification and salary structure that was consistent and equitable, and created competitive rates within the industry.
Job descriptions and work assignments are evaluated by supervision as part of the annual performance evaluation process to ensure that employees are properly classified. Position reclassifications requests are then analyzed and applicable reclassification and subsequent increases are enacted at the beginning of each fiscal year. Additionally, as part of its annual budget process, NMSU pursues an annual increase for all of its employees to the State. Increases, however, are subject to funding by the State Legislature. In fiscal year 2013, NMSU Board of Regents approved a separate 2% pay increase that was outside of the Legislative process.
Non-exempt employee wages, salary schedules, and increases in pay due to promotion, equity or base pay adjustments, reclassification, and demotion are also established in the Collective Bargaining Agreement with the American Federation of State, County and Municipal Employees. These are negotiated and modified as part of the collective bargaining cycle.
NMSU temporary part-time college faculty is paid the market rate per credit hour instructed.
NMSU contracts greater than $60,000 includes language requiring that the contractor "comply with all federal regulations related to employment and compensation of personnel". This ensures that contractor employees receive sustainable compensation.
The most recent year total compensation for the institution’s lowest-paid workers (including contractors, if applicable) was evaluated to ensure that it was sustainable:
The website URL where information about the institution’s compensation policies and practices is available:
Data source(s) and notes about the submission:
Employment breakdown:
Full Time Faculty and Staff - 3641.
Part Time Faculty and Staff - 4496.
On-site Contractor (vendor) personnel - 290.
Employment breakdown:
Full Time Faculty and Staff - 3641.
Part Time Faculty and Staff - 4496.
On-site Contractor (vendor) personnel - 290.
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.