Strategic Workforce Solutions strives to support sound compensation practices across the university community.

UT Austin Compensation Philosophy

To fulfill its mission, The University of Texas at Austin must attract and retain an outstanding staff. To meet institutional staffing needs and priorities, the compensation system has the following objectives:

  • To establish compensation levels for positions on the basis of their relative internal worth and external competitiveness within relevant labor markets,
  • To reward employees on the basis of work performance,
  • To administer pay equitably and consistently,
  • To establish a compensation policy that is consistent with the judicious expenditure of funds entrusted to the university, and
  • To ensure accountability for compliance with The University of Texas System Board of Regents Rules and Regulations and statutory requirements.

The university’s compensation structure is designed to meet institutional staffing needs and priorities by rewarding work performance and remaining competitive with external job markets. You may use the following information to learn more about the aspects of your compensation package.

Titles and Salary ranges

The university’s pay plan consists of classified, A&P/Code 1000 (managerial or administration), faculty, and student titles. You can access the classified jobs and the title, job code, job description, and pay ranges by doing a job title or job code search. To conduct a job code search or search by job family, select the Job Families Categories on the left navigation menu to find the first two digits of the job code. Employees with a nine-month basis appointment may be eligible to elect salary spread so that payments are received in the summer. See Salary Spread for more information.

Types of Pay Increases


Merit salary increase is a discretionary financial recognition of an employee who has demonstrated increased productivity, improved efficiency and/or exceptional quality of work performance above and beyond that which would be considered standard performance of duties. It is governed by HOP 5-3110 Merit Salary Policy for Classified Employees. It occurs at the beginning of the fiscal year (September 1) and is subject to The University of Texas System Board of Regents approval. At the discretion of the Vice President/Dean, it can be recurring and added to the base salary or a one-time payment.

Salary Adjustments

Salary Adjustments include, permanent additional duties, temporary additional duties, equity and counter offers. These types of increases are initiated and approved by the department before routing to Human Resources for approval.

Additional pay

There are other forms of additional pay such as on-call, shift differential, recurring supplement, and incentive pay. For more information on these or any other types of pay contact Strategic Workforce Solutions at 512-471-HRSC (4772). To learn more about special-events pay, longevity and hazardous-duty pay, and benefit-replacement pay click on Premium Pay.