UTSA provides update on 2025 strategic compensation plan

NOVEMBER 4, 2024 — Editor’s Note: The following message was sent via email from the UTSA President Taylor EightyExecutive Vice President of Business Affairs and Chief Enterprise Development Officer Veronica Salazar and Provost and Executive Vice President for Academic Affairs Heather Shipley for all teachers and staff.

Three years ago, we launched a comprehensive strategic plan to increase compensation, and we have remained committed to investing in our faculty and staff, implementing numerous strategies in recent fiscal years. 2022, 2023 And 2024. Compensation remains one of our priorities and supports our strategic purpose to be an innovative place to work, learn and discover.

We are pleased to announce that we can continue our focus on compensation in fiscal year 2025. Just like in recent years, our… strategies provide a total compensation package designed to provide compensation opportunities to as many faculty and staff as possible.

This year, eligible faculty and staff will receive a one-time merit payment on January 2, 2025. As with other forms of merit, amounts before taxes will be based on the final performance evaluation ratings for the period 2023-2024.

One-off payments for staff:

• Role model assessments receive $1,200
• Reviews for Exceeds Expectations will receive $1,100
• Meets expectations, reviews receive $1,000

Faculty one-off payments:

• Reviews for Exceeds Expectations will receive $1,100
• Meets expectations, reviews receive $1,000
• Additional merit awards up to $100 may be awarded to exceptional faculty members, at the discretion of the deans and in accordance with faculty assignments.

In addition, benefit-eligible staff will also be granted up to 32 hours of paid leave in the form of administrative leave for performance excellence, to be used before August 31, 2025. The total number of hours awarded will also be based on performance evaluation assessments , with more information available on the People Excellence website.

In addition, as you may recall, last spring we had a university-wide research into employee benefits. That work continues as we continue to analyze market trends, industry standards and internal benchmarks to ensure our compensation packages are competitive. We look forward to sharing the results with you in the coming months. If you have any questions, please contact People Excellence.

Simultaneously with the investigation into employee benefits, Academic Affairs is also conducting an internal investigation into Fixed Term Track (FTT) minimum wage scalesincluding educational benchmarks. This study is intended to ensure that we continue our efforts to further support and recognize our exceptional faculty. If you have any questions about the faculty compensation survey, please contact Faculty Succes.

In addition, as we work collectively to build a world-class university, we will continue to enhance our ongoing compensation strategies to recognize the incredible work of our faculty and staff. As we work to integrate with UT Health San Antonio, compensation strategies will remain a priority. This year, the remuneration strategies at both institutions have been aligned.

Thank you, as always, for all the great work you do for UTSA!