Strategic Workforce Solutions (SWS) 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. Accordingly, the compensation system has the following objectives:
- Establish compensation levels for positions on the basis of their relative internal worth and external competitiveness within relevant labor markets,
- Reward employees on the basis of work performance,
- Administer pay equitably and consistently,
- Manage a compensation policy that is consistent with the judicious expenditure of funds entrusted to the university, and
- Ensure accountability for compliance with The University of Texas System Board of Regents Rules and Regulations and statutory requirements.
Review 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, administrative & professional (university leadership and management), faculty, and student titles. You can access job descriptions and pay ranges for classified jobs by searching by job title or job code in Workday.
If you do not have a specific job title or job code and want to see what is available, you may find all university pay plan job profiles using the Job Profile Catalog - RPT0286 report. The report prompts will allow you to pre-filter by job family and/or keyword.
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 5-3140 Compensation Administration. 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 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.
Employees with a nine month basis appointment may be eligible to elect salary spread so that payments are received in the summer. Click on Salary Spread for more information.
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 email@example.com or 512-475-7200. To learn more about benefit-replacement pay, hazardous-duty pay, and longevity pay click on Premium Pay. Visit the Commuter Subsidy FAQ page to learn more.