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Finance and Support Services Division
Office of Human Resources

FY'24 Merit and Salary Increases

green plant in clear glass vase full of money

TXST will fund merit and salary increases for eligible faculty and staff for FY24. Details of the merit and salary increases are as follows:

  • A permanent, performance-based merit pool has been established.
  • Regular staff and faculty members with a start date on or before March 6, 2023 who earn under $100,000 (base salary) per year will also receive an automatic, permanent 2% salary adjustment.
  • All full-time (≥75% FTE) regular employees earning less than $30,000 will receive an increase to raise their annual salary to $30,000 based on the employee's FTE equivalency.

Who's eligible?

The following eligibility criteria apply:

For Salary Adjustment (2%)

  • Full-time (≥75% FTE) benefits-eligible employees earning under $100,000 (base salary) per year, but over $30,000 who have not received a salary increase between June 1 and August 31, 2023 (except for university and state longevity pay)
  • Staff and faculty with a start date on or before March 6, 2023
  • Actively employed
  • Completed mandatory trainings prior to September 1, 2023

For Salary Adjustment ($30,000)

  • Full-time (≥75% FTE) benefits-eligible employees earning less than $30,000
  • Staff and faculty with a start date on or before March 6, 2023
  • Actively employed
  • Completed mandatory trainings prior to September 1, 2023

For Merit Increase*

  • (≥50% FTE) benefits-eligible staff and faculty who have not received a salary increase between June 1 and August 31, 2023 (except for university and state longevity pay)
  • Received a rating of ‘merit eligible’ (staff) or ‘met expectations’ or equivalent (faculty)
  • Staff with a start date on or before March 6, 2023
  • Faculty with a start date on or before September 1, 2022 
  • Actively employed
  • Completed mandatory trainings prior to September 1, 2023

*Important Note: This year, the merit increase eligibility wait period for staff has been shortened to include those who have completed 6 months (instead of 1 year) of eligible service, resulting in our ability to include more people who have made contributions to our collective success.

Important Dates:

Key ActionDate(s)

HR and Budget prepare eligibility files based on June 1, 2023 staff (May 1, 2023 faculty) salaries

Now - July 14

Initial recommendations by department heads

July 17 - 21

Review by deans and assistant/associate vice presidents              

July 24 - 28

Review and approval by vice presidents

July 31 - August 4

(For Grant, Restricted, and Split-Funding) 
Submit Staff and Faculty Merit PCRs to HR

August 14

Distribution of individual notices to employees

September 1 - 30

Implementation Procedures:

The merit and salary increase package will be implemented in the following order:

  1. The 2% salary adjustments* for eligible employees earning less than $100,000 annualized base salary. The adjustment will not consider stipends, summer pay, or temporary pay adjustments.
  2. Annual base salary increases to $30,000* for eligible employees under that level.
  3. Merit increases (as determined by the divisional vice president) will be entered through the SAP Salary Review transaction.
  4. Grant, Restricted, and Split-Funding will be entered through Change-in-Pay PCR using the “Merit” reason code.

*Please note: the 2% salary adjustment and increase to $30,000 annual base have already been factored into SAP. No further action is needed from leadership to implement these changes.

Important Information & Resources:

For implementing merit increases in SAP using the SAP Salary Review transaction (ZSALREV), please review the 2023-2024 Salary Review Process guide. 

For implementing merit increases through PCR, please review the grant and externally funded positions section of our webpage. If your grant is insufficient in funds, please contact your grant accountant in ORSP for further instructions. 

For distributing individual notices to eligible faculty and staff between September 1 - 30, please use the FY24 Merit and Salary Increase Notice template.

For Grant and Externally-Funded Positions:

Departments with grant and externally-funded positions are expected to match state and institutional pay practices and should review their respective budgets for feasibility and allocate appropriate funding. Exceptions must be approved by the divisional vice president.

How to initiate a Change in Pay PCR

For employees receiving merit who were not handled within the SAP transaction ZSALREV, administrative support staff with the SAP department head security are to initiate a Change-in-Pay PCR.

Expand FAQ List

    • Navigate to the SAP Portal (https://ibis.sap.txstate.edu/irj/portal)
    • Scroll until you see the “Manage PCRs” section.
    • Click on the Employees in Org Unit (FRM)
    SAP screenshot
    • A new window will pop up. Enter the employee's A# in the search box* and press enter. *Use ZELST to search for A# or personnel numbers to use in this search.
    SAP screenshot
    • Select the employee's primary active assignment. Click on the paper icon to the right of the employee's name to open the PCR menu.
    • Click on the Change in Pay (FPM) option to open a new PCR.
    SAP screenshot

  • A new window will open with the Change in Pay PCR form. Complete the following steps:
    For a complete view, see PCR example.

    1. Effective Date: 09/01/2023 and click Update
    2. Reason for Action: Merit 
    3. New Monthly Salary/Hourly Rate: $xxxx.xx* 
      • *The new salary should include the 9/1/23 salary, including merit. 
      • The current salary listed includes the 2% or 30k increase, if the PCR is initiated after 8/14/23. 
      • If the employee is receiving University Longevity Pay (ULP) on 9/1/23, please indicate in the comments if you want ULP added on top of the 9/1/23 new value field salary on the PCR. 
    4. Complete the New Accounting Information. This will update the employee's cost distribution as of 9/1/23. 
      • For those funded from grant awards, it has been determined that if the award budget is low, it is allowable to fund from an Indirect Cost account to complete the full merit eligibility. Please contact your grant accountant if you have questions, grants@txstate.edu. 
    5. Complete comments 
      • Indicate the merit increase amount by percentage. Also provide details about ULP, if applicable. 
    6. You have entered all required items to submit the PCR. Click the Check button to send it to the next approver.
    SAP screenshot

Frequently Asked Questions

Expand FAQ List

  • A full-time equivalent (FTE) is a unit of measurement used to figure out the number of full-time hours worked by all employees in a business. If your business considers 40 hours to be a full-time workweek, then an employee working 40 hours per week would have an FTE of 1.0 (i.e., 100%).

    If you are unsure of your FTE status, please contact your manager or Human Resources. Either party should be able to confirm your status in SAP.

  • No. Benefits-eligible employees to receive the 2% salary adjustment and/or $30,000 increase include only active employees who are 75% FTE or greater. Employees at 50% FTE or less are not eligible for these adjustments.

  • The annual base salary increase to $30,000 is calculated based on FTE percentage. 

    This means that if an employee is at 75% with a start date on or before March 6, their annual salary will be at least $22,500 ($30,000 X 75%) after the increase has been applied.

  • All TXST employees must have completed, at minimum, the three required training courses:

    • TXST Cybersecurity Training (renews annually)
    • Tools for an Ethical Workplace (Ethics & Compliance) (renews every two years)
    • Preventing Harassment and Discrimination (EEO & Title IX) (renews every two years)

    These courses (if due by May 31) must show as completed in SF Learning by September 1 in order to be eligible to receive a merit increase.

    —

    To check the status of your assigned training, go to the SAP Portal, select the SuccessFactors Learning/Performance tile, then select My Learning. All assigned training and due dates can be found in the “My Learning Assignments” area of the page. For guided assistance, including screenshots, please review the SF Learning user guide on Accessing Course Certificates and Learning History. 

    For supervisors, any overdue training can be found on the My Team tab (and also as an alert tile on the landing page after signing into SF Learning). For guided assistance, including screenshots, please review the SF Learning supervisor’s guide. 

    For questions regarding required compliance training courses, please contact the Office of Institutional Compliance & Ethics. For help navigating SF Learning or assistance checking your learning history, please visit the SF Learning User Guides website or email Talent Development & Communications. For trouble logging into SAP, please contact ITAC for help.

  • Merit eligibility is determined as part of your annual performance review. Staff can access your most recent performance review by logging in to Success Factors Performance. Faculty are encouraged to use the Faculty Qualifications System to verify evaluation meets the threshold for merit for this calendar year.

    Contact your supervisor with any questions.

  • If you are a full-time (≥75% FTE) benefits-eligible employee earning less than $30,000 with a start date on or before March 6, 2023, are actively employed, and completed mandatory trainings (with a due date on or before May 31, 2023) prior to September 1, you are eligible to receive an increase to raise your annual salary to $30,000 based on your FTE equivalency.

    If you do not meet all criteria listed above, then you are not eligible for the 2% salary adjustment or merit increase. You will need to go through the exception process with your divisional vice president.

  • If not previously communicated to you, please contact your supervisor or department head to confirm your individual merit increase.

  • If an employee leaves their merit-eligible position and does not go into another merit-eligible position prior to the specified merit effective dates, then they are no longer eligible for the corresponding merit increase.

    • Example 1: HR Representative, Katie, leaves her merit-eligible position for a graduate assistantship or NSNR (i.e., a non-merit-eligible position). Due to this change to a non-merit-eligible position, Katie would not receive the merit increase based on eligibility criteria.
    • Example 2: HR Representative, Katie, leaves her merit-eligible position for an HR Manager position (i.e., merit-eligible position). Since Katie's new position is merit-eligible, she would receive the merit increase based on eligibility criteria.

  • No*. Employees in this situation are not eligible to receive a Change in Pay adjustment until October 1, 2023.

    Any exceptions must be approved by the divisional Vice President and the Executive Vice President for Operations & Chief Financial Officer.

    *Employees that have changed positions, been reclassified, or received a transfer/promotion on or after September 1, 2023, will receive the new salary that corresponds with the action in PeopleAdmin.