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Compensation

 

At UT Dallas, the Compensation function administers direct pay compensation programs for staff. The Compensation unit exists to serve the employees and management of UT Dallas in the administration of fair and equitable pay programs and policies and to ensure compliance with all federal and state laws and regulations governing pay.

We are here to assist managers with job audits for the classification of new positions and reclassification of existing positions. This includes consultation with managers on employee salary issues including internal equity and external competitiveness; general advice and consultation regarding compensation policy such as FLSA, overtime, and compensatory time; information on compensation resources and guidance on salary increases.

We provide information and assistance to all staff on compensation for both Classified Positions and Non-Classified Positions (Academic, Administrative, Faculty, Professional, Student.)

Compensation Philosophy

The UT Dallas compensation philosophy serves the University as a tool to attract and retain a high-performing, diverse and motivated workforce. Through application of this philosophy, UT Dallas strives to reflect and support the academic and business needs necessary for strategic growth, and to recruit, retain and recognize top performers who bring value to the educational and employment experience of students, faculty and staff.

The UT Dallas compensation philosophy aims to achieve the following based on our mission and values:

  • attract, motivate, and retain qualified employees
  • recognize and reward exceptional performance based on an employee’s individual achievement and contribution to the growth and success of the University
  • encourage and support skill development and advancement for each person
  • appropriate application and consideration of relevant external market pay rates and practices balanced with an awareness of internal equity, fairness and compliance with applicable federal and state laws
  • prohibit discrimination or adverse impact or treatment in regards to an individual’s race, color, national origin, religion, sex (including pregnancy,) age, disability, sexual orientation, gender expression or gender identity and other protected classes
  • foster understanding of pay decisions and responsible pay practices
  • maintain a fair and transparent process for compensation decisions to minimize inequities and develop consistency in pay for equal work requiring equal skills, abilities and responsibilities
  • support, reinforce, and align compensation decisions with budgetary and financial strategies with a goal of growth and sustainability

The Office of Human Resources is responsible for the administration of the compensation program; however, every employee and manager has a responsibility to ensure the success of the program and adherence to the Compensation Practices and Standards.