COMP 08/Jan 06

SPO Use Only

Date
logged__________________
Date entered into New Mexico State Personnel Board
HRS__________ Temporary Retention Differential
Date
released_________________
Released
by__________________

Section 1: AGENCY INFORMATION (to be completed by Agency Personnel)

Agency: Agency Code:
HR contact: HR tel number: HR e-mail address:
Requested by Tel Number:
supervisor/manager:
Current Information
EMPLOYEE: SSN:
TOG Role/MC: Pay Band: Bargaining Unit Covered
Position:
Yes No
Perm #: TOOL #: Hourly salary: $ Compa-ratio:

Proposed Information
Dollar amount of TRD: $ Percent of TRD: %
Percentage calculated on midpoint NOT hourly
salary.
This amount is NOT subject to PERA contribution.
Begin and end dates for TRD (cannot exceed 1 year):
Begin ____________________
End____________________

NMAC 1.7.4.13. B Temporary Retention Differential

The director may authorize, in writing, a pay differential of up to twenty percent (20%) of the position’s pay
band midpoint upon receipt of documentation indicating that the employee is in a position which has been
designated as essential to the effective operation of the agency and the employee’s departure would
disrupt the agency’s ability to fulfill its mission or the employee is in a position which has a documented
history of severe retention difficulties.
(1) The agency must provide a detailed plan that outlines how they intend to resolve the
problems associated with the retention difficulties.
(2) A differential authorized under this provision shall not exceed one calendar year under
any circumstances and shall not result in a total (base pay plus differential amount) salary which exceeds
the maximum of the pay band without the approval of the director.
(3) Payment of this differential shall be separate from the employee’s base salary.
(4) The retention differential shall be tied to the position, may not be in conjunction with a
temporary recruitment differential, and may not transfer with the employee should the employee leave
that position.

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

Personnel)
Please describe how this position is essential to the effective operation of the agency and how the

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employee’s departure will disrupt the agency’s ability to fulfill it’s mission OR describe the history of severe
retention difficulties of this position. How will the employee’s absence significantly impact agency
business mission and operations and why will this person be difficult to replace?

Please provide the detailed plan outlining how the agency intends to resolve the problems associated with
the retention difficulties.

Section 3: REQUIRED SIGNATURES (to be signed by the requesting supervisor/manager)

Supervisor/Manager (Print Name): Date:

Supervisor/Manager Signature:

Other Agency Required Signature: Date:

Other Agency Required Signature: Date:

Section 4: REQUIRED INFORMATION (to be completed by Agency Human Resources)

Yes No Required Information
Is this request entered into HRS?
If this is a “hot action” is the PAF attached?

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): Approved

HR Manager Signature: Approved alternate salary of $________

Compa/ratio_______

Date: Disapproved

For State Personnel Office Use ONLY

Reviewed by: Date:

Approved by: Date:

Alternative recommendation:
Comp 08 Temporary Retention Differential Page 2 of 3
Justification:
Turnover history for this position or position group provided by agency indicates a significant
recruitment/retention issue.

Vacancy history for this position or position group provided by agency indicates a significant
recruitment/retention issue.

Reason person will be difficult to replace.

How person’s absence will significantly impact agency business mission and operations.

Agency provided the plan to address issue of employee’s singular knowledge over the next year.

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