UTHealth'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. The temporary pay supplement is discontinued when the employee is no longer responsible for the additional responsibilities. The specific situations include additional duties assigned as the result of the following: Temporary assumption of job duties due to the extended leave of a peer (does not include vacation or short term absence coverage of 6 weeks or less); interim leadership of an organizational entity while a search process for a permanent leader is in progress; and, assignment to a special project with additional duties typically not expected or associated with the employee’s position. Classified, management A&P, or faculty members who assume any of the above listed duties may receive up to 15 percent of their salary as a temporary administrative pay supplement. The administrative supplement is not applied retroactively and is discontinued when the employee is no longer responsible for the additional responsibilities. The duration of an administrative supplement should not exceed one fiscal year. The head of the operating unit and Human Resources must approve continuation of an administrative supplement beyond one year. Human Resources must review and approve all classified temporary administrative supplements prior to implementation. The award of a temporary administrative supplement must be documented in the employee's personnel file by the employees' supervisor. The employee should have a copy of the documentation to ensure understanding of the non-permanent nature and reason for the supplement. The following information should be included in the documentation:
- Employee's job title
- Title of the position whose responsibilities are being assumed; or, a description of the special project
- Effective date the employee assumes new responsibilities which should coincide with the effective date of the administrative supplement
- Employee's current rate of base pay
- Dollar amount of administrative pay supplement and percent it represents of the employee's base pay
- Anticipated end date of additional duties and pay supplement
Specific situations that would not be covered by the administrative pay supplement include the following:
- Leave or search situations where the duties of one position are assigned to three or more employees
- Cross-training responsibilities
- Responsibilities intended for employee development
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.