Merit and Compensation Strategies
This page outlines merit and compensation strategies implemented in UTSA's fiscal year 2023, which is Sept. 1, 2022 through Aug. 31, 2023.
Information for the upcoming fiscal year will be provided once it is available.
UTSA will continue its ongoing focus on compensation in fiscal year 2023 by investing in a variety of compensation strategies, including merit salary increases, paid time off for outstanding performance and one-time payments.
This year's strategies build upon the unversity's multi-year strategic plan designed to increase compensation. In fiscal year 2022, the university supported meaningful salary increases to as many faculty and staff as possible through a wide variety of efforts:
- Merit salary increases
- Implementation of minimum pay scales and promotion raises for Fixed Term Track faculty
- Increased minimum hourly rates for classified staff and student employees
- Market retention adjustments for staff positions identified as highly skilled or hard to fill
- Market retention/compression pay adjustments for high performing faculty
- One-time stipends and more.
The majority of these strategies are permanent salary increases, designed to provide lasting support.
Our ongoing dedication to supporting compensation aligns with our continued response to the results of our first faculty and staff Campus Climate survey. Utilizing the feedback provided by our talented staff and faculty allows us to make strides towards ensuring that UTSA continues to be a great place to work.
People Excellence is available to answer questions on the merit process, eligibility criteria and percentages described below. Please contact your HR Business Partner for more information.
Merit Salary Increases
Merit increases are performance-based salary increases that are typically awarded at the end of the annual performance management process. The total merit increase received varies from person to person, and it is based on the performance evaluation rating. Merit is awarded whenever the university can appropriately do so, depending on budget availability.
Fiscal Year 2022-2023 Increases
UTSA will provide institution-wide merit increases ranging from 1.80% to 2.10% to recognize the outstanding work of our benefits-eligible employees. Building on last fiscal year’s increase of up to 4% that went into effect on January 1, 2022, our faculty and staff will have received permanent salary increases of up to 6.1% overall. This two-step approach results in the largest historical merit increase at UTSA over a twelve-month period.
This year’s merit increases will go into effect January 1, 2023 and will be reflected in your February 1, 2023 paychecks. Employees paid on a semi-monthly basis will see the increase on their January 23, 2023 paycheck. As in prior years, percentages will vary from person to person, and the total merit increase you receive will be based on your 2021-2022 performance evaluation rating. In January, benefits-eligible employees will receive personalized letters outlining their total FY2023 merit increase.
Merit increases are based on salaries as they appeared on June 30, 2022 for staff and September 1, 2022 for faculty.
Merit Eligibility Criteria
Faculty and staff who meet the following criteria may be eligible for a merit increase.
- Hired on or before June 1, 2022 and continuously employed through the merit award date (January 1, 2023).
- Are in a benefits-eligible position at 50% full-time equivalent (FTE) or higher.
- Have a completed performance evaluation on file for the FY2022 review period.
- Completed the FY2022 UTSA Annual Mandatory Compliance training by November 4, 2022.
- Were not on a Performance Improvement Plan (PIP) during FY2022.
- Are not on unpaid leave of absence at the time of the award, except for unpaid leave due to FMLA. Those on unpaid FMLA leave will receive the award when they return to active status.
Staff Merit
Merit-based salary increases range from 1.80% to 2.10%. Increases are based on 2021-2022 performance evaluation ratings and will differ from person to person.
| Staff Performance Evaluation Rating |
ePerformance Overall Score |
Final Overall Score | Merit % |
|---|---|---|---|
| Role Model | 4.50 — 5 | 5 | 2.10% |
| Exceeds Expectations | 3.50 — 4.49 | 4 | 1.95% |
| Meets Expectations | 2.50 — 3.49 | 3 | 1.80% |
| Somewhat meets expectations | 1.50 — 2.49 | 2 | N/A |
| Does not meet expectations | <1.50 | 1 | N/A |
Faculty Merit
Faculty Annual Review Process
The faculty annual review period was Sept. 1, 2021 to Aug. 31, 2022. The review process was consistent with HOP 2.11, Annual Faculty Appraisal for Merit Consideration.
Learn more about the faculty annual review process, including the 2022 timeline.
Based on evaluation ratings, merit percentages for faculty are 1.8% for "Meets Expectations" and 1.95% for "Exceeds Expectations." Additional merit up to .15%, to total up to 2.1%, may be allocated to exceptional faculty members based on the Dean review and assignment.
Paid Time Off for Outstanding Performance
As a new strategy for FY2023, benefits-eligible staff will also be awarded up to 32 hours of paid time off in the form of administrative leave for use by August 31, 2023. As with merit increases, the total number of hours awarded will be based on 2021-2022 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. There is no monetary value/award associated with administrative leave.
Paid Time Off Eligibility Criteria
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 or graduate assistant employee series are not eligible
Paid Time Off Award Scale
Benefits-eligible staff will receive paid time off in the form of administrative leave according to the scale below, which is based on annual performance evaluation rankings. Hours will be awarded by Jan. 1, 2023 and must be used by Aug. 31, 2023.
| Staff Performance Evaluation Rating | ePerformance Overall 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 | 8 |
| Somewhat meets expectations | 1.50 — 2.49 | 2 | N/A |
| Does not meet expectations | <1.50 | 1 | N/A |
One-Time Payments for Eligible Faculty and Staff
Eligible faculty and staff will receive a one-time payment of $750 in December. To be eligible for this payment, you must be a regular, non-temporary employee hired on or before Sept. 1, 2022 with an annualized salary/compensation under $60,000. In addition, you must not be on unpaid leave of absence of any kind at the time of the payment. Eligibility is not tied to your performance evaluation or PIP status. Part-time employees will receive a prorated amount based on hours appointed per week. Student employees and graduate assistant employee series are not eligible for this payment.
Eligible employees on monthly payroll will receive payment on Dec. 1, 2022, while eligible employees on semi-monthly payroll will receive payment on Dec. 7.
Frequently Asked Questions
Merit and Paid Time Off (Administrative Leave)
How will I know if I receive merit or administrative leave?
Eligible employees will receive personalized letters in January 2023 outlining their total merit and administrative leave awards, based on their performance evaluation rating. For more information on eligibility, review the information in the Merit Salary Increases and Paid Time Off for Outstanding Performance sections of this web page.
Who is eligible for administrative leave?
Benefits-eligible staff are eligible for administrative leave awards. Faculty, student employees, and graduate assistant series are not eligible. Faculty may apply for Development Leave to further their academic pursuits, according to HOP 2.25.
How will I be able to use administrative leave?
Administrative leave can be used like vacation time or compensatory time. Prior approval of the supervisor is required, and administrative leave must be used by Aug. 31, 2023. Unused hours after Aug. 31, 2023 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. A new absence code called "Outstanding Performance Exmplr" will be available in January for employees to select when submitting requests to use the hours awarded. Learn more about submitting absence requests.
Why is the merit increase percentage lower than it was last year?
Merit percentages vary from year to year, with final totals based on the available resources in our budget. Although we did not receive additional revenue in the last budgetary cycle and our available resources are limited, we leveraged the guiding principles of our IRM budget model and made every effort to invest in compensation as much as our resources allow. While this year’s percentage may be lower, when combined with last fiscal year’s increase of up to 4% that went into effect on January 1, 2022, our faculty and staff will have received significant overall salary increases of up to 6.1% over twelve months.
Why are merit increases and administrative leave awards based on performance evaluations?
Merit increases 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.
As part of the eligibility for merit and/or administrative leave, which year’s compliance training must be completed?
Compliance training for FY2022--which ended on August 31, 2022--must have been completed no later than November 4, 2022. This requirement does not refer to the current FY2023 compliance training, which is due December 23, 2022.
One-Time Payment
Why are only employees who earn under $60,000 eligible for the one-time payment on Dec. 1, 2022?
We recognize that inflationary pressures may have a greater impact on some members of our community. University leadership carefully reviewed and considered our available budgetary resources as well as the average household income data for our local community. With these factors in mind, the decision was made to award the one-time payment to those individuals with annualized salary/compensation under $60,000.
Are part-time staff eligible for the one-time payment?
Yes. Part-time staff whose annualized salary/compensation is under $60,000 are eligible for the one-time payment. These individuals will receive a prorated amount based on hours appointed per week. Please note that while employees on monthly payroll will receive the one-time payment on Dec. 1, employees on semi-monthly payroll will receive the one-time payment on Dec. 7.
