Compensation Study Frequently Asked Questions

Texas State University engaged CBIZ Compensation Consulting to conduct a comprehensive review of compensation practices for faculty and staff. The goals were to provide the university with a market calibrated salary structure that enhances our ability to recruit, retain, and motivate talent.

HR is working in collaboration with the Provost’s office on a new market calibrated salary structure for faculty and information will be forthcoming when the structure is finalized.

The study covered both the majority of benefits-eligible staff and faculty positions at Texas State University. For regular staff, only certain titles under the grant classification system (except Grant Secretaries and Grant Senior Secretaries) and coaches were excluded from the study.

Each job description was carefully reviewed and matched to roles in national and regional salary surveys. Positions were benchmarked using market data from CUPA-HR, Payfactors, CompAnalyst, and other sources appropriate to the role and industry.

Over 130 R1 institutions and other universities of similar size, budget, and/or location were used to benchmark against in the study.

CBIZ developed a new salary structure to be shared by both unclassified and classified staff. The new structure is comprised of 20 grades that include defined minimums, midpoints (aligned with market median), and maximums.

Positions were assigned to salary grades based on their market median value and internal equity considerations. Final placements were primarily based upon job responsibilities, organizational structure.

• 95.8% of staff salaries were at or above the market median.
• Over 80 positions received bring-to-minimum increases to address positions below market rates
• Human Resources has developed a list of guidelines to standardize pay practices across divisions (link here).

Employees who remain below their pay plan minimums will continue to receive increases through the Salary Review Program. Additional adjustments to address factors such as compression and market conditions may be made as budgets permit.

Employees with salaries above their pay plan maximum will have their salaries red circled until pay ranges are updated in the future and their pay falls within the range. Salaries that are red circles have their base rates frozen, but the employees are eligible for lump sum pay increases in lieu of adjustments to base pay.

The new pay plans can be viewed in the Position Management module in PeopleAdmin. Please see the link here for more information on how to access the Position Management module.

Employees should direct questions concerning compensation to their supervisor. If the supervisor cannot resolve the question, the employee should contact the Compensation Team at compensation@txtate.edu.