UTSA provides update on strategic compensation plan for 2025

NOVEMBER 4, 2024 -Editor's note: The following message was sent via email from UTSA President Taylor Eighmy, Executive Vice President for Business Affairs and Chief Enterprise Development Officer Veronica Salazar and Provost and Executive Vice President for Academic Affairs Heather Shipley to all faculty 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 with numerous strategies implemented in fiscal years 2022, 2023 and 2024. Compensation remains at the forefront of our priorities, supporting our strategic destination to be an innovative place to work, learn and discover.

We are pleased to share that we are able to continue our focus on compensation in fiscal year 2025. As in recent years, our strategies provide a total rewards package designed to supply 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, pre-tax payment amounts will be based on final 2023-2024 performance evaluation ratings.

Staff One-Time Payments:

• Role Model ratings will receive $1,200
• Exceeds Expectations ratings will receive $1,100
• Meets Expectations ratings will receive $1,000

Faculty One-Time Payments:

• Exceeds Expectations ratings will receive $1,100
• Meets Expectations ratings will receive $1,000
• Additional merit up to $100 may be allocated to exceptional faculty members at the discretion of deans and in alignment with faculty assignments.

Additionally, benefits-eligible staff will also be awarded up to 32 hours of paid time off in the form of administrative leave for outstanding performance for use by August 31, 2025. The total awarded hours will also be based on performance evaluation ratings, with more information available on the People Excellence website.

Also, as you may recall, last spring we launched a university-wide staff compensation study. That work is ongoing as we continue to analyze market trends, industry standards and internal benchmarks to ensure our compensation packages are competitive, and we look forward to sharing the results with you in the coming months. Please contact People Excellence with any questions.

Concurrent with the staff compensation study, Academic Affairs is also conducting an internal study of Fixed Term-Track (FTT) minimum pay scales, including educational benchmarks. This study is designed to ensure we continue our efforts to further support and recognize our exceptional faculty. If you have questions about the faculty compensation study, please contact Faculty Success.

Further, as we collectively work toward building 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 toward integration with UT Health San Antonio, compensation strategies will remain a priority. This year, compensation strategies at both institutions are aligned.

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

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