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IS-2076 Pay Grades and Calculations

Human Resources

Release Date: 06/04/01
Revised: 01/09/18/
Revised: 07/01/19

Employee Handbook Section 5.02, Staff

Introduction

The pay structure at Central New Mexico Community College (CNM) is a market-based system of standard pay grades that provides an equitable and consistent basis for paying non-Faculty employees, except for student employees and those covered by Administrative Employment Contracts. Each pay grade is assigned a pay range with a specified minimum amount, a midpoint, and a maximum amount as shown in the Master Salary Schedule. The pay structure is a logical and ordered framework that includes the internal job relationships developed through the position evaluation process.

IS-2076 is superseded by existing Collective Bargaining Agreements.

1. Pay Grades

1.1 The regular staff pay structure consists of exempt (E) and non-exempt (NE) pay grades as shown on the Master Salary Schedule.

1.2 The pay grades reflect a market analysis of comparative levels of knowledge, skills, abilities and responsibilities.

2. Pay Ranges

2.1 Each pay grade includes a pay range with a specified minimum amount, a midpoint, and a maximum amount.

2.1.1 The pay range is calculated in accordance with the Governing Board resolution approved annually.

3. Initial Salary for New Employees (External Hires)

3.1 New full-time and part-time staff may be offered a starting salary up to the midpoint of the position’s pay grade as indicated on the Master Salary Schedule. Prior education and experience may be credited at a rate of 2% of the minimum pay of the job classification for each year of directly related experience or years of education beyond what is required by the job posting. The Human Resources Department, in coordination with the hiring officials, will determine the offered starting salary which takes into account factors such as equity, market rate, education, budget and difficulty filling the position. Any offers beyond the midpoint must be approved by the president or designee and shall not exceed the maximum of the new classification.

3.2 Temporary and casual employees may be hired at the minimum pay of the position’s pay grade.

3.3 The Human Resources Department must receive written approval from the president or designee in order for the hiring official to offer a salary that exceeds the requirements of this section.

4. Pay Changes for Current Employees

4.1 Promotion and Demotion (Voluntary or Involuntary): As of July 1, 2019, prior education and experience may be credited at a rate of 2% of the minimum pay of the job classification for each year of directly related experience or years of education beyond what is required by the position. The Human Resources Department may authorize an offer up to the midpoint based on factors such as equity, market rate, education, budget, and difficulty in filling the position. Any offers beyond the midpoint must be approved by the president or designee and shall not exceed the maximum of the new classification. The new salary for employees moved to an administrative contract shall be at the discretion of the president.

4.2 Lateral Transfer: A lateral transfer does not result in a different pay rate. However, there may be a change in annual earnings if work hours increase or decrease.

4.3 Reorganization: If a position’s pay grade changes as a result of the reorganization of a work unit, the rate of pay shall be adjusted in accordance with Section 4.1 or Section 4.2.

4.4 Reclassification: If a position’s pay grade changes as a result of a position reclassification, the rate of pay shall be adjusted in accordance with Section 4.1 or Section 4.2.

4.5 Temporary or Interim Upgrade: Pay is increased in accordance with Section 4.1.

4.6 Employee premium rates for benefits may be affected by a pay change. Contact the Benefits team for more information.

4.7 An employee’s base rate of pay shall not exceed the maximum of the applicable pay range. Effective July 1, 2020, non-recurring payments will no longer be paid to employees whose base salary exceeds the maximum of their position’s pay range. Nothing in this Section 4.7 shall preclude increases to base rate of pay as a result of a market study. Exceptions are as follows:

  • 4.7.1 Employees receiving a non-recurring payment as of June 30, 2019 will continue to receive a non-recurring payment through June 30, 2020. As of July 1, 2020, the non-recurring payment will drop off.

    • Employees with a base pay rate over the maximum of their position’s pay grade as of June 30, 2019 will not receive a reduction in pay back to the maximum of their position’s pay grade. Employees subject to the guidelines contained in this Section 4.7.1 will not receive an increase to base pay after July 1, 2020 as a result of any Governing Board-approved pay increase, unless a market analysis of positions indicates a position should move to a different pay grade on the Master Salary Schedule.

  • 4.7.2 If CNM’s Governing Board approves a pay increase, employees whose base pay will exceed the maximum of the position’s pay range as a result of the pay increase will have their base pay adjusted to the maximum of their position’s pay range. The amount in excess of the maximum of the pay range will be paid to the employee as a non-recurring payment through June 30, 2020.

Forms

Not Applicable