Please submit corresponding salary action documents with appropriate VP signature to Compensation section of Human Resources via HRMS.

EQUITY INCREASE

• An equity increase/salary adjustment is a pay increase based on the belief that an employee’s current pay is too low given the significant swings in the internal or external “markets” for his/her specific skills and abilities.  These forces, which can be quantified and substantiated by survey data, often require swift salary action to ensure fairness and equity in the workplace.  Ensuring equity can be an effective management strategy to retain employees.
  
• An equity increase/salary adjustment is a valid course of action for an employee or group of employees in the following circumstances:
  • Current compensation level results in an unusual level of turnover of employees in the department(s); OR,
  • The affected department(s) experience significant difficulty in recruiting candidates to fill vacant positions; OR,
  • Employment of a new employee at the current market rate creates (or will create) a disparity in pay rates of existing employees in the same or similarly classified job group; OR,
  • The current level of compensation is substantially below the comparable level of compensation for similar employment outside UTSA; AND
  • The present level of compensation has substantially reduced the university’s ability to deliver services.
    
• Although HR periodically audits pay rates within classifications to identify potential pay problems, individual departments who feel they have an equity issue that meet the above criteria can initiate paperwork for an equity audit.
• The State of Texas statutorily requires the employee be in the current position for at least six (6) months while maintaining satisfactory performance, and limits equity increases to one per fiscal year.      
  

• DEPARTMENT RESPONSIBILITY (if initiated by department) – submit the following:

1. Salary Modification Document submitted through HRMS - Complete salary increase proposal and route for appropriate approvals.

• HR RESPONSIBILITY - conduct a thorough audit analysis to include the following:

1. Review the proposed salary, or propose an equitable salary, ensuring that the employee's salary is appropriately set within the salary range relative to their qualifications (relevant experience, education, performance level), and relative to other employees in the position or similar positions. 

Upon completing the analysis and audit, HR will approve the salary increase request or work to find an appropriate solution that meets the needs of the department and ensures the integrity of the University’s Classification & Salary Structure plan.

 

• Reclassification increases are job advancement increases awarded based on employee growth and performance in mastering all job elements to the point where he/she now meet the requirements of a higher level position. 
• These types of increases serve as a means to reward and retain employees through career advancement, typically within the same or similar job family.  Such increases can occur anytime during an evaluation period as long as eligibility requirements are met. 
• See Job Reclassification to view requirements and processes.          

• Promotion increases are job advancement increases awarded based on employee merit for being the best overall candidate of all STARS (STreamlined Applicant Referral System) applicants for a posted job opportunity.   
• This type of increase results in a position/title change to one that is more senior or at a higher level, typically resulting in an increase in pay. 
• Promotion serves as a means to reward and retain employees through career advancement.  Promotion increases can occur anytime during an evaluation period as long as eligibility requirements are met. 
• See Promotion/Transfer Policy under “Employment- Hiring Policies and Procedures” to view eligibility requirements.  All promotions are processed through the STARS application system. 

• Retention offers are made when an employee critical to the mission of the organization receives another job offer and the department wishes to match the salary and retain the employee.

• DEPARTMENT RESPONSIBILITY

1. Contact a Compensation Analyst to Discuss the Situation - Guidance will be given on the amount of the retention offer and communication with the employee. 
2. Salary Modification Document submitted through HRMS - Complete salary increase proposal and route for appropriate approvals.

• HR RESPONSIBILITY - conduct a thorough audit analysis to include the following:

1. Review the proposed salary, or propose an equitable salary, ensuring that the employee's salary is appropriately set within the salary range relative to their qualifications (relevant experience, education, performance level), and relative to other employees in the position or similar positions.
2. Because of the sensitive timing and nature of retention offers, HR will strive to complete this process within 1 business day of the initial contact from the department.

• Merit increases are performance based increases awarded at the end of the annual evaluation period for meeting or exceeding performance standards established at the beginning of the evaluation period.   
• All full-time and part-time regular benefits eligible employees who have been continuously employed for at least six months (as of August 31st of the preceding year) are eligible for a merit increase at the annual evaluation period.
• See Handbook of Operating Procedures, Chapter 3; Section 3.1 for further eligibility and procedure requirements.

 

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