A
new classification is defined as the determination of title and pay
range for the creation of a new, previously non-existent position. The
classification process is required to add any new position to the
budget. All requests for classification of new positions (job
titles) regardless of
source of funds require a Job Description Questionnaire (JDQ) available
online at the Division of
Business Affairs Forms.
Reclassification
Reclassification is defined as a change in job title for a particular position
where the job title does not properly reflect the position's job
responsibilities or duties. A reclassification will not necessarily involve a
change in salary or pay range but such may be the result. Division Vice
Presidents may decide upon all requests for reclassification of existing
positions within their division to another job title that already exists
in the Classified Pay Plan, providing the position and salary are budgeted. If
you are unsure of this requirement, please contact Office of Human Resources for
assistance email (956)381-2451.
Starting Salary For Non-Exempt
Positions
Starting salary for a non-exempt position is the minimum rate of the
salary range, unless otherwise authorized by the appropriate Vice
President.
Starting Salary For Exempt
Positions
Starting salary for an exempt
position is the minimum rate of the salary range, or, at the discretion
of the hiring administrator, budgetary considerations allowing, and
commensurate with the employee's experience and qualifications, a
negotiated pay rate up to the midpoint step of the range may be approved
by the Assistant HR Director. Starting salaries above the midpoint
require the advance approval of the appropriate Vice President.
Non-Exempt
Employees & Overtime/Compensatory Time
A
non-exempt employee is subject to the overtime provisions of the Fair
Labor Standards Act (FLSA). Overtime is defined as the hours an
employee is required to work in excess of 40 hours in a workweek. The
UTPA designated workweek begins on Monday and ends on Sunday. UTPA
generally requires the granting of compensatory time off in lieu of
payment of overtime. The payment of overtime requires advance written
approval from the Vice President for Business Affairs or his designee.
Promotion
A
promotion is defined as a change in duty assignment of an employee from
one position and title of a given salary range to another position and
title of a higher salary range requiring higher qualifications such as
greater skill or longer experience, and involving a higher level of
responsibility. The promotion may result from an employee voluntarily
applying for a position which results in a promotion or may result from
a mandate.
A
non-exempt employee receiving a promotion shall receive the minimum rate
of the new pay range or a one step increase to their current pay,
whichever results in a higher rate of pay.
An
exempt employee receiving a promotion shall receive the minimum rate of
the new pay range or, at the discretion of the hiring administrator,
budgetary considerations allowing, and commensurate with the employee's
experience and qualifications, a negotiated pay rate not to exceed the
midpoint step of the new pay range. If the current pay of an exempt
employee receiving a promotion is at or exceeds the midpoint step of the
new pay range, the exempt employee will receive a one step increase.
Lateral Transfer
A
lateral transfer is defined as a move from one budgetary unit to another
with a change from a position and title with a given salary range to
another position and title (or the same title) with the same salary
range. The transfer may result from an employee voluntarily applying
for a position which results in a transfer or may result from a
mandate. Generally, there is no change in salary.
Demotion
A
demotion is defined as a change in duty assignment of an employee from
one position and title of a given salary range to another position and
title of a lower salary range. The demotion may result from an employee
voluntarily applying for a position which results in a demotion or may
result from a mandate. For non-exempt and exempt employees, at the
discretion of the hiring administrator and budgetary considerations
allowing, the pay in the new position and title will be established at
the minimum of the salary range of the new position and title or up to
the relative pay step within the salary range of the new position and
title as compared to the pay step within the salary range of the
previous position and title.
Merit
A
merit increase is defined as an increase in salary granted to an
employee in recognition of supported meritorious performance over a
sustained period of time. Merit cycles occur only when they are
announced by the President of the University. When announced, merit
cycles are accompanied by merit eligibility criteria and maximum limits
on the amount of merit that may be awarded.
Equity Adjustment
An
equity adjustment is defined as an individual pay increase given to an
employee to achieve pay equity with the pay of other employees in the
same classification who have similar longevity, qualifications, and
performance records.
Pay Range Adjustment
A
pay range adjustment is defined as a change in the pay range of a
particular job title made for the purpose of maintaining the
University's competitive position in the job market in order to recruit
and/or retain qualified employees. After a pay range adjustment has
affected an exempt employee's position, an individual equity adjustment
is permissible for maintaining the employee's competitive position
within the adjusted pay range. After a pay range adjustment has
affected a non-exempt employee's position, an individual equity
adjustment is permissible for raising the employee's pay to the minimum
of the adjusted pay range.
Special Assignment
A
special assignment is defined as an appointment to cover non-recurring
extra duties not included in and unrelated to the employee's current
regular appointment. Such special assignment must be related to a
specific project, emergency or deadline, must be for a definite period
of relatively short duration, must be clearly distinguishable from
ongoing endeavors, must be performed outside of the employee's regular
working hours, must be totally discretionary to the employee insofar as
accepting or rejecting the assignment, and cannot be salary base
building. Non-exempt employees shall be paid for special appointments
at their applicable overtime rate or higher regardless of whether or not
the time worked during the special appointment meets the standard
definition of overtime. Exempt employees shall be paid for special
appointments at a negotiated appropriate pay consistent with similar
positions in the Pay Plan although a reasonable differential may be
allowed.
Regular Employee
A
regular employee is defined as an employee who is employed to work at
least 20 hours per week for a period of at least four and one-half
months, excluding students employed in positions which require student
status as a condition for employment [such status must be a legal or
program requirement]. Regular employees are entitled to benefits such
as health insurance, paid vacation, paid sick leave, paid holidays,
retirement, etc.
Direct Wage Employee
A
direct wage employee is defined as a temporary employee who is employed
through a Direct Wage Memorandum of Employment and is assigned to work
less than 20 hours per week and/or is assigned a term of employment of
less than four and one half months (i.e. may work for 19 hours per week
or less for more than four and one half months, or, may work 20 hours
per week or more for less than four and one half months). Direct wage
appointments are meant to be temporary appointments made for the purpose
of augmenting the work force for a peak work period or for a temporary
special assignment. Direct wage employees are not entitled to and do
not receive benefits. Direct wage pay rates are usually minimum wage or
a wage not to exceed the minimum pay rate for a comparable classified
position on the current Pay Plan.
Regular Temporary Employee
A
regular temporary employee meets the definition of a regular employee,
including eligibility for benefits, except that his term of employment
has a definite end, usually less than 12 months, with no commitment for
re-employment after the end of the term of employment.
Other
Other documents containing administrative regulations on appointment
procedures, salary rates, increases, promotions and budget changes
affecting classified employees include:
1. Rules and Regulations of the Board of Regents of The
University of Texas System for the Government of The University of Texas
System.
2. Policy Memorandum for The University of Texas - Pan American,
issued by the Office of the President.
3. Annual Budget Rules and Regulations, issued by the Office of
the Vice President for Business Affairs.
If
you have any questions in reference to Compensation, please contact
Office of Human Resources at (956)381-2451.
