Central NM SHRM Newsletter: January 2026 
President's Report
Happy New Year to all our Central New Mexico SHRM members!
As we step into 2026, I want to extend my heartfelt gratitude to each and every one of you for your dedication and involvement in our community. Your passion and commitment truly make our chapter thrive.
I’m deeply honored to serve as your president this year, and I’m genuinely excited about what lies ahead in 2026. Together, we’re going to create impactful programs and foster a vibrant HR community.
I also want to give a special thank you to our amazing volunteer leaders. Your hard work and dedication are the backbone of our success, and it’s your efforts that help us deliver valuable programs and events.
Looking ahead, 2026 is shaping up to be an exciting year! We have a fantastic lineup of events and initiatives designed to support your professional growth and strengthen our HR community.
I’d also like to take a moment to acknowledge and thank our past president, Danielle Gutierrez. Her exceptional leadership in 2025 played a pivotal role in growing our membership, inspiring our volunteers, and giving back to our community. Her efforts have truly elevated the HR profession in our region.
Thank you once again for being a part of this wonderful community. I’m excited to embark on this journey with you all in 2026!
Certification Study Group
We’re excited to kick off 2026 by celebrating some of our 2025 study group members who recently passed their SHRM exams! We’re so proud of these dedicated individuals who put in the hard work and achieved their goals. We also have several members who will be testing throughout February, and we look forward to celebrating their successes as well.
Please join us in congratulating:
- Kara Velasquez
- Nate Francois
- Bethany Sharp
Our Certification Study Group remains dedicated to supporting members pursuing their SHRM-CP and SHRM-SCP certifications. Led by experienced professionals, our sessions provide valuable insights, resources, and a supportive community to help you succeed.
Stay tuned for more details about our 2026 study group, which we anticipate will kick off in July. We’ll be keeping everyone updated as we get closer!
Mentorship Program
We’re thrilled to continue the momentum of our Mentorship Program, which we kicked off in Q4 of 2025. This initiative is designed to connect eager mentees with experienced mentors to help them achieve their professional goals. We’re excited about the positive impact this program is having and look forward to fostering meaningful connections within our community. If you’re interested in getting involved in the Mentorship Program, whether as a mentor or a mentee, please let us know! We welcome passionate individuals who want to make a difference, as well as those who are eager to grow and expand their HR networks and experience.
Sponsorship
Sponsorship opportunities are available with Central NM SHRM. Chapter sponsors support professional development programming, educational events, and member engagement across the Central New Mexico HR community while gaining visibility with local HR professionals and chapter leaders.
To learn more about sponsorship options and benefits, scan the QR code.
Welcome New & Renewing Members
You are connected with a vast network of HR professionals, exclusive events, and resources to help you advance your career by combining Central NM SHRM and SHRM national membership.
Monthly Luncheon
🗓️ REGISTER NOW: Vision 2030 Kicks Off January 20, 2026! 🗓️
Start 2026 strong with our opening session:
📌 Strategic Planning & Compliance Kickoff
🗓️ Tuesday, January 20, 2026 | 11:30 AM -1:00 PM
📍 Albuquerque, NM
What You'll Learn:
✅ Identify top 5 federal compliance changes from DOL, EEOC, and NLRB!
✅ Understand New Mexico-specific legislative updates!
✅ Create a compliance calendar for 2026! (Complimentary Giveaway)
✅ Develop strategic HR priorities aligned with organizational goals!
🎓 1.0 SHRM/HRCI Credits | 🍽️ Lunch Provided
Legal Updates
The Top 10 Performance Review Mistakes That Create Legal Risk
For many New Mexico employers, the New Year ushers in performance-review season. While evaluations are intended to support employee development and reinforce expectations, they often become some of the most scrutinized documents in discrimination, retaliation, wage-claim, and wrongful-termination cases. State agencies and courts routinely treat performance reviews as evidence—not just management tools. Below are ten common performance-review mistakes that frequently create legal exposure for employers.
- Treating the Evaluation as the First Notice of a Performance Problem - Performance reviews should never be the first time an employee learns about a concern. When issues are raised for the first time in the annual review, especially after protected activity such as leave use or complaints, the evaluation can appear retaliatory or pretextual.
- Missing or Delayed Evaluations - Late or skipped evaluations undermine consistency and credibility. In disputes, delayed reviews are often used to argue that performance concerns were created after the fact rather than documented in real time.
- Inflating Ratings to Avoid Conflict - Supervisors sometimes give “meets expectations” ratings to struggling employees to avoid uncomfortable conversations. These inflated evaluations later make it difficult to defend discipline or termination decisions.
- Using Vague or Generic Language - Phrases like “needs improvement,” “poor communication,” or “unreliable” carry little legal weight unless supported by concrete examples. Specific facts, dates, and outcomes are far more compelling and effective.
- Relying on Subjective or Emotional Descriptors - Terms such as “bad attitude,” “abrasive,” “emotional,” or “difficult” invite claims of bias or personal dislike. Evaluations should focus on observable, job-related behavior rather than personality traits.
- Using Absolutes or Exaggerations - Statements like “always,” “never,” or “constantly” are easy to challenge. Even one contradictory example can undermine the credibility of the entire evaluation.
- Inconsistency with Other Documentation - Performance reviews should align with prior evaluations, coaching notes, and disciplinary records. Inconsistencies often raise red flags and invite deeper scrutiny.
- Failing to Acknowledge Improvement - When employees show improvement, even if performance remains below expectations, evaluations should acknowledge it. Balanced reviews are more credible and fairer than one-sided critiques.
- Providing Unclear or Unmeasurable Expectations - Telling an employee to “be more professional” or “improve teamwork” without defining what success looks like creates confusion and legal risk. Expectations should be clear, measurable, and time bound.
- Rushing the Review Process - Time pressure often leads to sloppy reviews, unchecked language, and factual errors. Even small mistakes—wrong dates, names, or incidents—can significantly weaken the employer’s position later.
Action Items for HR Teams
During performance-review season, HR teams should:
• Encourage managers to begin working on their reviews early
• Review evaluations for clarity, objectivity, and consistency
• Look out for subjective or emotional language
• Ensure evaluations align with job descriptions and prior documentation
• Confirm that expectations for improvement are specific and measurable
• Treat every evaluation as a document that may later be reviewed by an agency or a court
The Bottom Line
Performance reviews are not just about feedback—they are legal documents. Thoughtful, accurate evaluations support employee development and protect the organization. Poorly written reviews often resurface months or years later as the centerpiece of legal claims. The start of the year is the right time to slow down and get them right.
If you have questions about performance documentation or other HR compliance issues, or if there are topics you’d like covered in future updates, please feel free to reach out to me at (505) 797-4889 or [email protected].
Central NM SHRM's Mentorship Program
Unlock new opportunities and grow your HR career with Central NM SHRM's Mentorship Program! Whether you're an experienced professional looking to give back or an emerging HR leader seeking guidance, this program connects mentors and mentees to share insights, career pathways, and industry knowledge.
We are now accepting applications for both mentors and mentees!
CLICK to learn more about Central NM SHRM MENTORSHIP PROGRAM
Mentorship in Action
As part of our SHRM Central New Mexico Mentee Series, we're excited to kick off the new year by highlighting professionals who are actively growing, learning, and preparing for their next career opportunity.
Meet Charlotte Coon 👋
📍 Albuquerque, New Mexico
🌎 Open to relocation
Charlotte is motivated, career-driven, and eager to contribute her skills to an organization where she can continue to learn and make an impact. She represents the next generation of talent we’re proud to support through our SHRM community.
Roles Charlotte is interested in pursuing:
• Human Resources Generalist
• Personnel/Staffing Specialist
• HR Recruiter
She recently completed a seasonal role with Philmont Scout Ranch and has experience in Human Resources and hiring.
If you or your organization are looking for great talent—or know someone who should connect with Charlotte, this is a great opportunity to support emerging talent and help make meaningful connections.
Central NM SHRM Job Board
Did you know you can post job openings and use JobBlasts on the Central NM SHRM website?
Visit our page to look at the newest job posts and post your job opening today: https://centralnmshrm.jobing.com/
Central nm shrm job board
Grow With Us!
We're excited to have you join our Central NM SHRM community of HR professionals, where you'll find opportunities to grow, connect, and make an impact.
