COMP 01/Jan 06 SPO Use Only Date logged__________________ Date entered into HRS__________ Date released_________________ Released by__________________

New Mexico State Personnel Board In Grade Hire

Section 1: AGENCY INFORMATION (to be completed by Agency Personnel)
Agency: HR contact: Requested by supervisor/manager: CANDIDATE: TOG Role/MC: Perm #: Hourly salary: $ TOOL #: Annual salary: $ Pay Band: HR tel number: Agency code: HR e-mail address: Tel number: SSN: Bargaining Unit Covered Position: Yes No Effective date: Compa-ratio:

TOG Proficiency Zone
Associate Zone (training/learning job): to 81.4% Independent Zone (fully competent in job): 81.5-115.0% Principal Zone (contribution significantly beyond the norm in job): 115.1% & above

NMAC A Entrance Salary Upon entrance to a classified position, a newly-appointed employee’s salary, subject to budget availability, should reflect appropriate placement within the pay band. Any entrance salary in the principal contributor zone must receive approval from the director prior to appointment.
NMAC B “Appropriate placement” means those elements to be considered in determining pay upon hire, promotion, transfer or reduction including the employee’s education, experience, training, certification, licensure, internal pay equity, budgetary availability and, when known and applicable, employee performance. Compa-ratio means pay expressed as a percentage of the midpoint of a pay band. (To calculate divide hourly salary by the midpoint of the pay band)

Section 2: RATIONALE FOR THE SALARY PROPOSED (to be completed by Agency

Education: Experience: Education:

Candidate’s Qualifications:
Experience: Supervision: Years________Months________ Years________Months________

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Management: Licensure: Licensure:


Please describe how the candidate’s education/experience relative to the established Job Related Qualification Standards (at full competence/midpoint level, 100% compa-ratio) supports the compa-ratio and proficiency zone being proposed. In Grade Hire pay analysis targets pay based upon anticipated performance. The goal is to determine the appropriate pay, relative to midpoint, based upon the anticipated performance level of the candidate’s education, experience and other selection criteria.

Section 3: REQUIRED SIGNATURES (to be signed by the requesting supervisor/manager)
Supervisor/Manager (Print Name): Supervisor/Manager Signature: Other Agency Required Signature: Other Agency Required Signature: Date: Date: Date:

Section 4: INTERNAL COMPARISON (to be completed by Agency Human Resources)
Internal Comparison: List the employees in the same TOG & Role/MC to whom this employee should be compared. Name(s)
Candidat e Employe e Employe e Hourly Salary TRD (if applicabl e) Total Salary Education # years related experien ce

Section 5: REQUIRED DOCUMENTATION/VERIFICATION (to be completed by Agency
Human Resources) Yes No Required Documentation Is a copy of the Job Related Qualification Standards/Job Order Form attached? Is a copy of the List of Eligibles/DOL Referral List attached? Is this an Exception to Open Recruitment? (Attach Admin 01-EOR) Is a copy of the candidate’s application/resume attached? Is this request consistent with your agency’s Compensation Policy?

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Is this request entered into HRS? If this is a “hot action”, is the PAF attached?

Section 6: HUMAN RESOURCE RECOMMENDATION (to be completed by Agency Human
Resources) Provide details as to why you recommend approval of this action. If you have an alternate recommendation, please indicate below:

HR Manager (Print Name): HR Manager Signature: Date:

Approved Approved alternate salary of $________ Compa/ratio_______ Disapproved

For State Personnel Office Use ONLY
Reviewed by: Approved by: Alternative recommendation: Justification: Is position properly classified Yes_____ No_____ if No, recommended classification______________________________________________ Has agency described how the candidate will be fully competent in the job and/or other supporting factors. Yes____No_____ Date: Date:

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