NOVEMBER 4, 2024 – Editor’s Note: The following message was emailed by the UTSA President Taylor Eighmyexecutive vice president of business affairs and director of business development Veronica Salazar and Provost and Executive Vice President of Academic Affairs Heather Shipley to all teaching and administrative staff.

Three years ago, we launched a comprehensive strategic plan to increase compensation and have maintained our commitment to investing in our faculty and staff with numerous strategies implemented in fiscal years. 2022, 2023 and 2024. Compensation remains one of our priorities, supporting our strategic destination to be an innovative place to work, learn and discover.

We are pleased to share that we can continue to focus on compensation in fiscal 2025. As in recent years, our strategies Provide a total rewards package designed to provide compensation opportunities to as many faculty and staff as possible.

This year, eligible faculty and staff will receive a one-time merit payment on January 2, 2025. As with other forms of merit, pre-tax payment amounts will be based on final 2023-2024 performance evaluation scores.

One-time payments to staff:

• Role model qualifications will receive $1,200
• Scores that exceed expectations will receive $1,100
• Grades that meet expectations will receive $1,000

One-time payments for teachers:

• Scores that exceed expectations will receive $1,100
• Grades that meet expectations will receive $1,000
• Additional merits of up to $100 may be awarded to exceptional faculty members at the discretion of the deans and in accordance with faculty assignments.

Additionally, benefits-eligible staff will also receive up to 32 hours of paid time off in the form of administrative leave for outstanding performance for use by August 31, 2025. Total hours awarded will also be based on performance evaluation ratings , with more information available about the People Excellence Website.

Also, as you may remember, last spring we launched a study of staff remuneration at university level. That work continues as we continue to analyze market trends, industry standards, and internal benchmarks to ensure our compensation packages are competitive, and we look forward to sharing the results with you in the coming months. Please contact People Excellence if you have any questions.

Simultaneously with the staff remuneration study, Academic Affairs is also carrying out an internal study on fixed term pay (FTT). minimum salary scalesincluding educational benchmarks. This study is designed to ensure that we continue our efforts to further support and recognize our exceptional faculty. If you have questions about the faculty compensation study, please contact Faculty Success.

Additionally, as we collectively work to build a world-class university, 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 continue to be a priority. This year the compensation strategies at both institutions are aligned.

Thank you, as always, for all the great work you do for UTSA!