COMP 02/Jan 06 SPO Use Only Date logged__________________ Date entered into HRS__________ Date released_________________ Released by__________________

New Mexico State Personnel Board In-Pay Band

Section 1: AGENCY INFORMATION (to be completed by Agency Personnel)
Agency: HR contact: HR tel number: Agency Code: HR e-mail address: Tel Number: DFA Effective Date:

Requested by supervisor/manager: DFA APPROVAL MUST BE ATTACHED!

Current Information
EMPLOYEE: TOG Role/MC: Perm #: Hourly salary: $ Dollar amount of increase: $ Percent of increase: TOOL #: SSN: Pay Band: Job Class Entry Date: Bargaining Unit Covered Position: Yes No Hourly salary: $ Compa-ratio: Compa-ratio: %

Proposed Information

NMAC 1.7.4.12 C Salary Upon In Pay Band Upon in pay band adjustment, subject to director approval, budget availability and reflective of appropriate placement, agencies may increase an employee’s salary up to ten percent (10%) during a fiscal year. An employee may receive more than one adjustment within a fiscal year provided the salary increases do not exceed more than 10% and the employee’s base salary does not exceed the maximum of the assigned pay band. When reviewing requests for in pay band adjustments the director will take into consideration those instances where the requesting agency has employees with a current rate of pay that falls below the minimum of their pay band.
NMAC 1.7.4.13 I Salary Upon Pay Band When a change of pay band is authorized in accordance with the provisions of 1.7.4.9 NMAC, 1.7.4.10 NMAC, 1.7.4.11 NMAC and/or 1.7.4.12 NMAC the salaries of affected employees shall be determined in accordance with Subsection C of 1.7.4.11 NMAC. Employees whose pay band is adjusted upward or downward shall retain their current salary. Such salary schedule adjustments may result in employees temporarily falling below the minimum or above the maximum of their pay upon implementation. NMAC 1.7.4.7 F “Internal alignment” means an adjustment that addresses pay issues involving the proximity of

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one employee’s salary to the salaries of others in the same agency and technical occupation group role or manager category who have comparable levels of training, education and experience, duties and responsibilities, performance, knowledge, skills, abilities, and competencies, and who are appropriately placed. NMAC 1.7.4.7 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
Personnel) Provide specific examples of the employee’s demonstrated performance and contribution that support the requested compa-ratio/placement in the pay band. DO NOT just list the job duties of the position; provide specific, measurable examples demonstrating HOW WELL the person performs their job duties. For non-managers, the key is to provide examples of the demonstrated performance, what the end result was, and how did it benefit the bureau/division/agency. For managers, the key is to provide examples illustrating success as managers, NOT as technicians. How well the manager met program/function/unit performance measures, how well they managed their staff, etc. For Internal alignment, provide documentation that addresses pay issues involving the proximity of one employee’s salary to the salaries of others in the same agency and technical occupation group role or manager category who have comparable levels of training, education and experience, duties and responsibilities, performance, knowledge, skills, abilities and competencies, and who are appropriately placed.

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:

Human Resources) Yes No Required Documentation/Verification Is this request entered into HRS?

Section 4: REQUIRED DOCUMENTATION/VERIFICATION (to be completed by Agency

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If this is a “hot action” is the PAF attached? Verified the specific examples given in support of the compa-ratio. If compa-ratio is more than 105%, the specific examples include “value-added” performance IN ADDITION to examples supporting full competency in the job. Verified specific examples given in support of a manager illustrate success as manager. If manager, above Line level, the examples given support how well the manager met program/function/unit performance measures or met specific function/program objectives. If this request is based on Internal Alignment provide complete documentation and comparisons to justify this pay increase.

Section 5: 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______________________________________________ The agency provided specific examples, including “value added” if above 105% compa-ratio for a TOG. Yes____No_____ The agency provided specific examples as to how well the manager met measures or objectives, as well as managing his/her staff. Date: Date:

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Yes____No_____

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