***The Compensation Project has been completed.***
Compensation Project Appeals Deadline extended to 7/25. Please click here for the appeals timeline.
Please click on the following links for more information:
Communication to all Professional Staff Members
PSA Compensation Appeals Process
Classification Appeals Process Application
PSA Position Information Questionnaire
Helpful Links:
Power Point Communication
Universities in the UT Peer Group used as a benchmark for the project
Average Annual Salaries: External Market Data
PSA Comp Study Q & A
CWA Collective Bargaining Agreement
CWA Salary Schedule
Analysis Tool used to determine classifications
External Market Data from CUPA
Salary Ranges by Position
Hours Worked FLSA
124.11 Unclassified Classified Civil Service
Fact Sheet - FLSA
Mission Statement
The staff in Compensation is committed to creating and implementing a compensation strategy that is aligned with, and supports, the goals of the University, is internally fair, externally competitive, is clearly communicated to all employees, and is a solid basis for all compensation actions and decisions.
The Compensation Department provides consultation and support services regarding:
The quality of our student experience is directly proportional to the quality of our staff and further, the quality of our staff is determined by the University's ability to attract and retain quality staff.
Helpful Links
Current Status:
June 6, 2008: Main Campus PSA Comp Project Communication
March 25, 2008: Main Campus Professional Staff compensation study progress update
October 29, 2007: JEQ's were shipped to the consultants on September 7th and anticipate 8-10 weeks for their return for mid November 2007. The market value analysis has been completed by the Compensation Teamand will be integrated into the consultant results once received. We project sharing results with staff in February 2008. Please contact Matt Dills with any questions at x1484.
September 5, 2007: Human Resources has finalized contract approval with the two primary vendor/consultants who will be completing the analysis work. We will ship the JEQ's to the consultants by September 7th and anticipate 8-10 weeks for their return for mid November 2007. Please contact Matt Dills with any questions at x1484.
August 8, 2007: Human Resources is finalizing contract approval with the two primary vendor/consultants who will be completing the analysis work. We currently project shipping the JEQ's to the consultants by the end of August and anticipate 8-10 weeks for their return for mid November 2007. Please contact Matt Dills with any questions at x1484.
July 25, 2007: Human Resources has received approximately 80% response rate for the JEQ's and are currently seeking contract approval from the vendor/consultants who will be completing the analysis work. Please contact Matt Dills with any questions at x1484.
January - July 2007: Compensation Study was on hold pending merger related activities and lower than expected JEQ response rate.
Expected Outcomes:
It is important to be realistic regarding the outcome of this review. Please note at the outset that this review will not result in across the board increases for all or even some of the staff positions. The University has been performing salary equity reviews and making equity adjustments for the last two and a half years and has addressed many of the known equity issues.
Equally, the University has been successful at attracting and retaining staff in new/vacant positions that have been filled from the external market. Further, we are rarely told that the reason for an employee leaving employment with the University is for reasons of low pay.
That said we do anticipate the following outcomes: