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Compensation Services

Before seeking approval for a new position, please partner with your HR Business Partner on the request.

To create new/additional staff positions, the following are required:

For more detailed information on the recruitment process, please visit the Talent Acquisition website.

Using the salary range associated with the position’s job grade, all new starting salaries are evaluated based on the candidate’s qualifications as they relate to the position. Hiring rates for staff candidates vary based on internal pay alignment, budget availability and the posted recruiting rates.

Reclassifications occur as a result of one of the following:

  • A vacant position exists and the department wants to adjust the role (often resulting in a title change) to better meet departmental needs.
  • An employee’s job duties and responsibilities have changed and their current role and/or title needs to be adjusted.

Requests for a position reclassification must include details regarding the changes in the organizational structure and/or responsibilities for the position. Please work with your HR Business Partner to initiate a position reclassification request.

Merit increases are performance-based increases typically awarded at the end of the annual evaluation period for meeting or exceeding performance standards. Merit increases are based on budget availability, as well as published criteria established by the university.

Departments should partner with their HR Business Partner to review and provide recommendations for salary supplements. A salary supplement may be provided to full-time, benefits-eligible staff in the situations described in the table below, with appropriate levels of approval. Salary supplement requests will be approved for no more than six months, with an additional review at the end of the six-month period, if an extension is requested. Exceptions will be reviewed on a case-by-case basis.

Option When to Use Pay Parameters
Employee Assigned into Interim Role Assignment into a higher-level interim position
  • Supplements range from 10-20 % of the employee’s monthly salary depending on responsibilities (based on budget availability)
  • Qualifications of employee should be appropriate for the assignment(s)
Employee Temporarily Assigned Higher Level Duties Temporarily assigned higher level duties that are outside the scope of the incumbent’s position
  • Supplements range from 10-15 % of the employee’s monthly salary depending on responsibilities (based on budget availability)
  • Qualifications of employee should be appropriate for the assignment(s)
Employee Temporarily Assigned Additional Duties Temporarily assigned responsibilities that are clearly defined as an addition to the normal workload
  • Supplements range from 10-15% of the employee’s monthly salary depending on responsibilities (based on budget availability)

Staff salary supplements are submitted as an Additional Pay request eForm in PeopleSoft. Necessary approvals and justification must be included on the eForm.

Retention/counteroffers may be an option when:

  • An employee critical to the university’s mission receives a job offer AND
  • The department wishes to review and analyze the salary offered to retain the employee

Please Note: The written offer of employment must be provided as a part of the request. Contact your HR Business Partner to discuss the possibility of a retention/counteroffer.

Compensation practices are reviewed regularly to ensure they remain fair, competitive, and aligned with institutional goals.

One UTSA Circle, San Antonio, TX 78249

Information: 210-458-4011