Staff Compensation Study
Total Rewards Strategies for Fiscal Year 2026 (FY26)
On August 19, 2025, the university announced the total rewards strategies for FY26, including updates on the compensation study and next steps. Read the announcement to learn more.
UTSA has engaged in a university-wide staff compensation study in partnership with WTW, a global consulting leader recognized for their work with numerous higher education institutions. Together, we are developing a competitive strategy as part of our commitment to ensure that our compensation packages are reflective of the value our talented staff bring to the institution. By analyzing market trends, industry standards and internal benchmarks, we can ensure our compensation packages are equitable, competitive and aligned with our strategic destination to make UTSA an innovative place to work, learn and discover.
The work with WTW on the compensation study was expected to be completed in late fall 2024. Through this work, opportunities for a deeper analysis were identified. To ensure a thorough and comprehensive study, the timeline and our work with WTW was extended. Additional information was shared in the August 19, 2025 communication regarding Total Rewards Strategies for Fiscal Year 2026.
Project Scope
The objective of the staff compensation study is to make UTSA an even better place to work by optimizing our compensation practices to attract, retain and motivate our employees.
This study provides numerous benefits:
During the study, we will:
- Define job framework across staff positions
- Conduct market analysis
- Develop a new pay structure design
- Develop job descriptions
- Update compensation guidelines
- Provide change management support
Project Timeline
The staff compensation study consists of four phases, which began April 2024 and will continue into 2025.
Project Team
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Frequently Asked Questions
A compensation study is a comprehensive examination of the university’s compensation practices in comparison to industry standards and benchmarks so we can be more competitive within the market. This involves updating our classification and compensation structure by establishing job families and career ladders, providing clarity on job opportunities available and the skills required for each.
The compensation study is part of the university's comprehensive strategic compensation plan. It is a tool that will help us optimize our compensation practices to attract, retain and motivate our employees. Ultimately, we aim to offer our staff the opportunity to have a fulfilling career at the university.
WTW is leading the study in partnership with People Excellence. WTW is a global consulting leader recognized for their work with numerous higher education institutions.
People Excellence is working with campus leaders to ensure they have the most updated information for WTW to review. Additionally, each college and divisional area will have a representative who will serve as a liaison between People Excellence and appropriate leaders within their area. Representatives will ensure a clear understanding of duties for various positions associated with their department, clarify job hierarchy and highlight any unique factors that may be relevant to their department.
The compensation study will result in an improved classification and compensation structure by updating and aligning job families and career ladders, as well as providing clarity on available job opportunities and the skills required for each.
No. Staff will not receive a pay decrease as a result of the study.
Yes. Employees can apply for posted positions.
The compensation study currently underway will continue as planned. In the spring semester, People Excellence launched a staff compensation study with four phases. Through this process, we are analyzing market trends, industry standards, and benchmarks to ensure compensation is competitive and aligned with our strategic destination to make the university an innovative place to work, learn and discover. It remains tremendously important that we ensure our compensation packages are reflective of the value our talented staff bring to the institution.
Over the coming months, a steering committee and various working groups will review a wide variety of operations and processes, including compensation.
As announced in the August 19, 2025 communication regarding Total Rewards Strategies, we are pleased to share that we are able to continue our focus on total rewards strategies in fiscal year 2026 (FY26), building on our comprehensive strategic plan to increase compensation over the last five years. People Excellence — in partnership with WTW — and our Academic Affairs team have engaged in a university-wide staff compensation study and a concurrent internal faculty compensation review. Following these in-depth compensation analyses, we are engaging in a variety of strategies to support employees, including a new investment to our salary base of $14 million toward faculty and staff salaries. This investment in our workforce was a priority in the FY26 budget development process.
You can email People Excellence or discuss questions with your area’s leader.
