Staff Compensation Study
UTSA is 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 will develop 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 and to ensure a thorough and comprehensive study, we have extended the timeline and our work with WTW. We will be sharing additional information in the spring. If you have questions about the study, please contact us.
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
| Project Team | Executive Sponsors | Stakeholder Groups |
|
|
|
| Consultant | ||
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 UTSA.
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.
This website—including these FAQs—will be updated regularly during the project period. We will use additional communications strategies as needed to share significant updates. The work with WTW on the compensation study began in April 2024 and was expected to be completed in late fall 2024. Through this work, opportunities for a deeper analysis were identified and to ensure a thorough and comprehensive study, the timeline was extended into 2025. Additional information will be shared this spring.
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 UTSA 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 shared in the March 26, 2025 budget planning email, the FY26 budget plan focuses on ensuring UTSA continues to meet our vision for the future. Specifically, one of the principles shaping the overall budgetary planning and decisions is continuing to invest in our talented faculty and staff salaries. Updates related to the compensation study will be provided later this spring.
You can email People Excellence or discuss questions with your area’s leader.
