Skip to main content

Faculty Compensation Studies

As part of achieving NMSU's LEADS 2025 strategic plan, two studies of base salary compensation rates of full-time, Las Cruces campus faculty began in Fall 2019, co-led by the Office of the Provost and NMSU Human Resource Services. Faculty input and expertise were contributed by a Faculty Compensation Advisory Committee, a group of 15 Las Cruces campus faculty assembled specifically for this task. 

In addition to identifying potential inequities, the studies were intended to help establish a rigorous, regular, and transparent process for continual review of compensation packages for NMSU's faculty. Both studies examined base salaries of Las Cruces campus faculty with continuing appointments (i.e., tenured, tenrure-track, and college-track appointments). 

Study One

Study One was an external market study comparing NMSU's Fiscal Year 20/21 compensation rates with those of other public research universities. Results of Study One indicated that some faculty members salary was below the 10th percentile for comparable research universities. Funds were provided by the Provost's Office to address this situation in 2021. 

Study Two

Study Two was an internal analysis of NMSU's Fiscal Year 21/22 compensation rates to ascertain whether NMSU faculty salaries showed evidence of inequitable pay gaps based on gender or race-ethnicity. Study Two showed: 

  • Robust evidence of gender pay gap of at least 1%, favoring men faculty (controlling for relevant variables such as discipline, rank, degree, years at NMSU). This is consistent with the U.S. controlled gender pay gap in 2022 ( 
  • Some evidence of pay gap for American Indian/Native American and Black/African American faculty members. Although, the small number faculty in these groups makes a direct interpretation of these results difficult, a large majority of faculty in these groups are paid less than would be predicted if they were White men. 

2023 Update

As of March 1, 2023, NMSU addressed the gender pay gap by giving all female-identified, full-time Las Cruces faculty members a 1% equity adjustment in their base salaries. Because studies of market competitiveness and internal equity are never "done," a subsequent external market analysis study is being conducted in late spring 2023. A subsequent internal equity study is planned for 2024. 

Study Three

Study Three was a follow-up external market analysis comparing NMSU's compensation rates as of May 1, 2023 with those of other public research universities. The comparisons were made both before and after inclusion of the 6% raise approved by the NM State Legislature effective FY23-24. Study Three showed:

  • Although faculty salaries remain below market, NMSU's competitiveness has improved.
  • Comparisons of NMSU faculty salaries against R1 institutions indicate that NMSU faculty salaries remain a barrier to attaining R1 status.

Report of AY22-23 Market Analysis of Las Cruces Campus Faculty Base Salary Compensation

Preliminary Results of External Market Competitiveness Study (October 6, 2021)

Effective AY2021-2022, the first round of faculty base salary compensation increases as the result of Study #2 are occurring.  Faculty who are eligible will see increases in their first paycheck of the academic year. These adjustments are considered Phase One of what is intended to be a series of ongoing analyses of faculty compensation rates, with further adjustments planned as additional revenue sources are identified, all in an attempt to bring our overall compensation rates closer to market rates.  The revenue for the Phase One adjustments was obtained from a recurring revenue allocation approved by the Board of Regents in May of 2021, together with a further strategic reallocation requested by the Provost of recurring revenue from other sources.  Phase One consisted of a comparison of the compensation rates of 551 regular faculty at the NMSU Las Cruces campus, relative to compensation rates of similarly situated faculty at 55 peer public research universities.  The comparison data was obtained from an annual survey undertaken by the College and University Professional Association for HR professionals (CUPA-HR). The Phase One comparison controlled for appointment status, rank, field of study, and credentials.  Of 551 faculty reviewed as part of Phase One, approximately 20% are receiving adjustments at this time due to salary compression relative to market.  Market comparison studies for other faculty cohorts are still in process; Study #1 is still underway as well.  During the months of August and September, 2021, the Faculty Compensation Advisory Committee, and representatives from HRS and the Provost’s Office will be presenting the initial findings of Study #2 and the outcomes of the Phase One adjustments.  A preliminary report will also be published here soon.

New for FY21-22, faculty may access a new “Appointment and Compensation Records” link in Banner.  This online portal provides faculty with comprehensive and real-time information about their current Banner record, including current primary position, status (regular v. temporary), rank, tenure-clock information if any, base compensation and any supplemental compensation (overload, summer, administrative stipend, etc.). For more information please read the July 29, 2021 announcement.

In Fall Semester 2020, Provost Parker and Dr. Jones launched an initiative to review current policies and practices to identify potential areas for improvement.  In addition, to help alleviate concerns about potential salary inequities or uncompetitive salaries at NMSU, two studies of the base salary compensation rates of main campus faculty members with regular appointments will be conducted:


Study #1

Internal Equity Analysis of NMSU’s FY2020-2021 compensation rates to determine whether all faculty are receiving comparable pay for comparable work. Any shortfall in predicted salaries of faculty attributable to gender, race or ethnicity, no matter how small, is unacceptable and NMSU must take appropriate steps to remedy them.

Study #2

Preliminary Results of External Market Competitiveness Study (October 6, 2021)

External Comparison of NMSU’s FY2020-2021 compensation rates with those of other similar public research universities to ascertain whether NMSU’s current faculty salaries a competitive in the marketplace—an important consideration in NMSU’s ability to recruit and retain faculty.


Steering Committee

These projects will be supported by a Steering Committee consisting of the individuals in the following table. The Committee members have signed an agreement pledging to keep the project information confidential and not to use any of the compensation information provided to them for any purpose other than what is intended for this project.

 Steering Committee Charge Letter


Steering Committee Membership
Name Title College
Laura Madson (Co-Chair) Professor Arts & Sciences
Justin MacDonald (Co-Chair) Professor Arts & Sciences
Ellen Bosman Library Library
Laura Boucheron Professor Engineering
Iván De La Rosa Associate Professor Health, Education, and Social Transformation
Gaylene Fasenko Professor Agricultural, Consumer, and Environmental Sciences
Charlotte Gard Associate Professor Business
Manal Hamzeh Professor Arts & Sciences
Michael Kalkbrenner Professor Health, Education, and Social Transformation
Karim Martinez Extension Specialist Agricultural, Education, and Social Transformation
Carlo Mora-Monge Department Head Business
Marshall Taylor Assistant Professor Health, Education, and Social Transformation
Young Park Professor Engineering
Joe Tomaka Professor Health, Education, and Social Transformation
Tonghui Wang Professor Arts & Sciences

Updated on September 18, 2023.

For more information, please contact Dr. Laura Madson, committee co-chair at 

Faculty Town Hall

Members of the Steering Committee joined Provost Parker, Faculty Senate Chair Julia Parra and Assistant Vice President Gena Jones (HRS) on December 4, 2020 for a Faculty Town Hall. You can view the recording below. 

View the Recording