Merit and Compensation Strategies
UTSA will continue its ongoing focus on compensation in fiscal year 2025 (FY2025) by investing in a total rewards package that incorporates a variety of strategies, including a one-time merit payment and paid time off for outstanding performance.
This year's strategies build upon the university’s multi-year plan designed to increase compensation, with numerous strategies implemented in FY2022, FY2023 and FY2024. Our ongoing dedication to supporting compensation aligns with UTSA’s focus on becoming an innovative place to work, learn and discover.
People Excellence is available to answer questions on the details described below. Please contact your HR Business Partner for more information.
One-Time Merit Payments
This year, the university will provide merit in the form of a one-time payment to eligible faculty and staff. As with other forms of merit in previous years, these payments are based on performance evaluation ratings. One-time payments will not be added to employees' base pay. Payments will be disbursed on Jan. 2, 2025.
One-time payments are taxed as wages and will be taxed based on the employee's tax bracket and withholding status at the time of payment. The amounts shown on this page are pre-tax. For questions about the tax implications of one-time payments, please contact the Payroll Office.
Faculty and staff who meet the following criteria may be eligible for the one-time merit payment:
- Hired on or before June 1, 2024 and continuously employed in a benefits-eligible position at 50% full-time equivalent (FTE) or higher through the merit award date (Jan. 2, 2025). Retirees with a retirement date of 12/31/2024 will be eligible.
- Completed the FY2024 UTSA Annual Mandatory Compliance training.
- Have a completed performance evaluation on file for the FY2024 performance review period. Must have received “Meets Expectations” or above.
Full-time faculty and staff will receive full payments, while part-time faculty and staff will receive a prorated amount based on hours appointed per week. The prorated amount will be calculated based on appointed hours as of June 1, 2024 for staff and as of September 1, 2024 for faculty. Student employees are not eligible for the payment.
| Staff Performance Evaluation Rating | Overall ePerformance Score | Final Overall Score | One-Time Payment Amount |
|---|---|---|---|
| Role Model | 4.50 — 5 | 5 | $1,200 |
| Exceeds Expectations | 3.50 — 4.49 | 4 | $1,100 |
| Meets Expectations | 2.50 — 3.49 | 3 | $1,000 |
| Somewhat meets expectations | 1.50 — 2.49 | 2 | N/A |
| Does not meet expectations | <1.50 | 1 | N/A |
The faculty annual review period was Sept. 1, 2023 to Aug. 31, 2024. The review process was consistent with HOP 2.11, Annual Faculty Appraisal for Merit Consideration.
Based on evaluation ratings, one-time merit payment amounts for faculty are $1,000 for "Meets Expectations" and $1,100 for "Exceeds Expectations." Additional merit up to $100 may be allocated to exceptional faculty members based on Dean review and assignment.
Paid Time Off for Outstanding Performance
Benefits-eligible staff will be awarded up to 32 hours of paid time off in the form of administrative leave for outstanding performance for use by Aug. 31, 2025. The total number of hours awarded will be based on 2023-2024 performance evaluation ratings.
Administrative leave awards will be prorated based on the employee’s FTE. For example, a part-time employee who works 20 hours per week is eligible for up to 16 hours per fiscal year. Additionally, please be aware that administrative leave cannot be transferred to another state agency and is not paid out if an employee separates from UTSA.
To be eligible for the administrative leave award, you must meet the following criteria:
- Meet the merit eligibility criteria listed above.
- Be a regular, benefits-eligible staff employee.
Faculty, student employees and the graduate assistant series are not eligible.
Benefits-eligible staff will receive paid time off in the form of administrative leave for outstanding performance according to the scale below, which is based on annual performance evaluation rankings. Hours will be awarded by Jan. 2, 2025 and must be used by Aug. 31, 2025.
| Staff Performance Evaluation Rating | Overall ePerformance Score | Final Overall Score | Hours Awarded |
|---|---|---|---|
| Role Model | 4.50 — 5 | 5 | 32 |
| Exceeds Expectations | 3.50 — 4.49 | 4 | 24 |
| Meets Expectations | 2.50 — 3.49 | 3 | 16 |
| Somewhat meets expectations | 1.50 — 2.49 | 2 | N/A |
| Does not meet expectations | <1.50 | 1 | N/A |
Frequently Asked Questions
Eligible employees will receive personalized letters in December with information on their one-time merit payment and administrative leave awards, based on their performance evaluation rating.
Benefits-eligible staff are eligible for administrative leave for outstanding performance awards. Faculty, student employees and the graduate assistant series are not eligible.
Administrative leave awards can be used like vacation time or compensatory time. Prior approval of the supervisor is required, and administrative leave awards must be used by Aug. 31, 2025. Unused hours after Aug. 31, 2025 will be forfeited. We encourage you to use the time to take meaningful breaks from work in support of a healthy and productive work/life balance. Employees will use the absence code "Outstanding Performance Exmplr" in PeopleSoft when submitting requests to use the awarded hours. Learn more about submitting absence requests.
Merit options vary from year to year, with final totals based on the available resources in our budget. UTSA leverages the guiding principles of our IRM budget model and makes every effort to invest in compensation as much as our resources allow.
One-time merit payments are awarded in accordance with UT System guidelines and Regents' Rules and Regulations, which dictate that annual evaluations are to be used for merit consideration.
Compliance training for FY2024 must have been completed.
