Merit and Compensation Strategies

UTSA will continue its ongoing focus on compensation in fiscal year 2024 (FY2024) by investing in a total rewards package that incorporates a variety of strategies, including merit salary increases 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 fiscal year 2022 and fiscal year 2023. Our ongoing dedication to supporting compensation aligns with our focus on becoming an innovative place to work, learn and discover.

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 implemented effective Jan. 1 of the next calendar year. The total merit increase received is based on the annual performance evaluation rating. Merit is awarded whenever the university can appropriately do so, depending on budget availability.

Fiscal Year 2024 Increases

UTSA will provide institution-wide merit increases ranging from 2.50% to 3.00% to recognize the outstanding work of our benefits-eligible employees. Increases will go into effect Jan. 1, 2024 and will be reflected on Feb. 1, 2024 paychecks. The total increase received will be based on 2022-2023 performance evaluation ratings. In January, benefits-eligible employees will receive personalized letters outlining their total merit increase.

Merit increases are based on salaries as they appeared on June 1, 2023 for staff and Sept. 1, 2023 for faculty.

Faculty and staff who meet the following criteria may be eligible for a merit increase in FY2024.

  • Hired on or before June 1, 2023 and continuously employed in a benefits-eligible position at 50% full-time equivalent (FTE) or higher through the merit award date (Jan. 1, 2024).
  • Have a completed performance evaluation on file for the FY2023 performance review period, which was Sept. 1, 2022 through Aug. 31, 2023.
  • Completed the FY2023 UTSA Annual Mandatory Compliance training.
  • Were not on a Performance Improvement Plan (PIP) during FY2023.
  • 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.

Merit-based salary increases range from 2.50% to 3.00%. Increases are based on individual 2022-2023 performance evaluation ratings.

Staff Performance Evaluation Rating  ePerformance Overall Score Final Overall Score Merit %
Role Model 4.50 — 5 5 3.00%
Exceeds Expectations 3.50 — 4.49 4 2.75%
Meets Expectations 2.50 — 3.49 3 2.50%
Somewhat meets expectations 1.50 — 2.49 2 N/A
Does not meet expectations <1.50 1 N/A

Faculty Annual Review Process

The faculty annual review period was Sept. 1, 2022 to Aug. 31, 2023. 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 2023 timeline.

Based on evaluation ratings, merit percentages for faculty are 2.50% for "Meets Expectations" and 2.75% for "Exceeds Expectations." Additional merit up to .25%, to total up to 3.00%, 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, 2024. As with merit increases, the total number of hours awarded will be based on 2022-2023 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.

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.

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, 2024 and must be used by Aug. 31, 2024.

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 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 January 2024 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.

Benefits-eligible staff are eligible for administrative leave for outstanding performance 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.

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, 2024. Unused hours after Aug. 31, 2024 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 percentages 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.

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.

Compliance training for FY2023 must have been completed by the assigned deadline.