UTHealth Houston's Compensation team is responsible for a variety of compensation related activities. Below is a list of services and a brief description of the items our Compensation Services team takes care of a on a daily a basis.
Temporary Administrative Supplement
A temporary administrative supplement may be paid for specific situations when a Classified, Management Administrative and Professional (“A&P”), or Faculty member assumes substantial, additional responsibilities on an interim basis for an extended period of time, generally not to exceed one fiscal year.
Read more in the TAS manager minute Issue 5 – Understanding the TASS79
A reclassification is the change of title of an employee's current position to a title of a different class.
An adjustment is a salary change outside of the normal salary program to remedy salary issues, such as external pressure in high demand areas, internal salary compression, and/or retention considerations. Equity adjustments are not granted to reward performance.
A merit is an adjustment to an individual's base pay rate based on performance or some other individual measure.
A market analysis is a formal process of reviewing the external market, or the going rate, for a job.
An equity analysis is a formal process for reviewing the wages of incumbents in a single job title based on a standard set of criteria, such as years of experience, performance rating or education level, to ensure they are paid equitably in relation to one another; generally done in conjunction with a market analysis.
A salary survey is a process of gathering, summarizing, and analyzing data on the wages/salaries paid by employers for selected jobs. In order to be compliant with federal regulations, data must be at least three months old or older at the time of publication, and must be administered and validated by an independent third party so that the specific employer cannot be identified through analysis of the reported data.
A specialized career path that provides employees with a road map for achieving educational and professional goals. The career architecture supports employees as they increase their training and education, it provides a clear picture of where employees are now on the career path. This way employees will know what is exactly needed to advance to the next level.