Editor,
The UNM Regents are going to pay $1.98 million for “branding”. Let us aim for the “branding” of the premier employer and educator in the state. Accomplishing this means respecting the employees, investing in the infrastructure and eliminating the focus on political favors owed for appointments and protecting the interests of the top 5 percent of earners at the University. This is not “your” university, it is the state’s university and you can do better by the state.
To accomplish this, the Regents need to understand that a tuition increase would contribute to the “branding”. As a very high research institution, we need to invest in the best laboratories, equipment, publications and faculty. The tuition is very reasonable, but the focus of the Regents to remain a locale for cheap education does a disservice to the university.
Recent graduates apply for a job, UNM is their alma mater, and the Regents want the “brand” to be not Carnegie RU/VH designation – cheap. This devaluing of the degrees is not the “branding” that serves the state. Accompanying this, we could become the university that is truly diverse and embraces all. This would include concentrating on reflecting our Hispanic Serving Institution designation with the degrees earned instead of the current practice of using the HSI designation as an advantage when submitting grants where the funds rarely support Hispanics.
The same can be said for using the Native American population as a means to grants, but rarely is support provided to Native Americans.
These examples are not all inclusive but just a snapshot of what we can do to become a premier university. Where we can attain the premier employer “brand” is to rectify the lack of respect for the staff that seems to be systemic and has increased over the years.
Some examples that are not all inclusive: Staff take on additional duties – resulting in no additional compensation (this will continue with the 100 staff cuts), but faculty receive Special Administrative Components, summer salary, and buyout from teaching whenever they take on additional responsibilities.
Staff positions are upgraded due to responsibilities, yet no salary increase accompanies such upgrades — faculty have built in raises for any change in title.
No raises for several years with increased costs. No bonuses — exceptions for upper 5 percent.
Staff Compensation Practice Review — “It is important to note that this project is not reviewing pay levels for individual roles or changing job classifications”. Yet “the project is to put in place guidelines to attract, retain and develop the staff we need...”. Such statements are reflective of the lack of respect and devaluation of staff.
We are here and yet the University is using resources on a project to attract — we are here, retain – we are here, and develop — the majority of us engage in professional development, certifications, and earn advanced degrees. Staff have been patient and loyal despite the demoralizing treatment over the past several years. We have earned a raise that will more than cover the cost of rising health insurance premiums and the eroding salaries that has become the norm.
The tactic of divide and conquer has served the wealthiest and most powerful for centuries. The Regents and the top 5 percent use this tactic quite successfully. The university has access to some of the brightest minds and yet we cannot see a solution to the lack of raises and erosion of the university by the powerful and top 5 percent wage earners? We were asked what it means to be a Lobo in a recent survey.
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It means, “Everyone is treated respectfully and valued, while providing a top education to each and every student at a Carnegie very high research university, embracing the diversity that is the state of New Mexico.” Now that is a brand!
Sincerely,
Margaret Gonzales
alumni, community member, donor, parent, staff and volunteer
