An update on the campus’s strategic compensation plan was sent out via email to all faculty and staff by President Taylor Eighmy, Chief Financial Officer and Senior Vice President for Business Affairs Veronica Salazar and Interim Provost and Senior Vice President for Academic Affairs Heather Shipley.
The compensation plan, intended to supply faculty and staff with additional compensation opportunities, will continue in fiscal year 2025. The amount of compensation paid out to eligible faculty and staff — based on 2023-2024 performance evaluation ratings — will be a one-time merit payment distributed on Jan. 2, 20205.
Eligible faculty and staff must have been “Hired on or before June 1, 2024 and continuously employed in a benefits-eligible position at 50% full-time equivalent or higher through the merit award date, completed the FY2024 UTSA Annual Mandatory Compliance training, have a completed performance evaluation on file for the FY2024 performance review period and must have received ‘Meets Expectations’ or above,” according to UTSA’s People Excellence webpage.
The webpage also explains, “One-time payments are taxed as wages and will be taxed based on the employee’s tax bracket and withholding status at the time of payment. The amounts [awarded] are pre-tax.”
Staff who receive Role Model ratings will receive $1,200, those who receive Exceeds Expectations ratings will receive $1,100 and those who receive Meets Expectations will receive $1,000.
Up to 32 hours of paid time off will also be awarded to benefits-eligible staff; it must be used by Aug. 31, 2025. The amount awarded will also be determined by performance evaluation ratings.
Faculty who receive Exceeds Expectations ratings will receive $1,100 while those who receive Meets Expectations ratings will receive $1,000. Exceptional faculty may receive additional merit up to $100 at the discretion of deans and in alignment with faculty assignments.
The end of the email read, “We will continue to enhance our ongoing compensation strategies to recognize the incredible work of our faculty and staff. As we work toward integration with UT Health San Antonio, compensation strategies will remain a priority. This year, compensation strategies at both institutions are aligned.”
Additionally, Academic Affairs is conducting an internal study of Fixed Term-Track minimum pay scales concurrent with a university-wide staff compensation study. The results of each study will be released in the coming months. Contact [email protected] and [email protected] for any questions about either study.
