It is the mission of Compensation to establish a compensation program to ensure that pay practices are applied fairly, consistently and effectively. And, that there will be no discrimination based upon race, color, religion, sex, sexual orientation, age, national origin, or veteran status.
Staff Compensation Project
After 18 months of compensation project work, the independent equity analysis and the salary survey data gathering process have been completed resulting in both the faculty and staff compensation delivery models.
As presented and proposed to the Board of Regents, the 2015 Fiscal Year Compensation Objectives are to establish:
- A base minimum floor where no staff employee would be below 80%* of the market,
- Provide an additional 4% ** across the board increase to all staff below the market and,
- Provide an extra 5% *** across the board one-time lump-sum payment to all staff. Staff employees hired by July 1st will be eligible.
Ongoing Compensation Objective: Continue salary adjustments towards 100% of the market based on available funds each FY.
Staff Compensation Video Presentations
These Compensation Objectives are subject to change by the university and or the Board of Regents at any time, with or without notice up and until its August 15, 2014 budget approval meeting.
* This figure may change slightly based on final approved budget.
** Individuals at 96% or above comp ratio will receive an amount not to exceed the market.
*** Paid on the December 1, 2014 paycheck.
As committed by the university leadership to continually ensure that this entire endeavor maintain transparency, the below boxed links will be your reference to track the Compensation Project from now until conclusion. As task forces, advisory groups, committees and individuals work on the below linked Faculty and Staff Action Lists, they will be responsible for and charged with maintaining updates. If you see active links within each Action List below, that means there is current progress and activity that can be reviewed.
If you have difficulty in accessing a link, please contact Estela Long, Manager of Compensation at email@example.com or X3548.
All members of Task Forces, Advisory Groups, Committees and Individuals assigned to work on the Compensation Project. It will be your responsibility to ensure timely updates are sent to the Office of Human Resources for linking and publication.
Cabinet Approval of TWU Compensation Philosophy
The Chancellor’s Cabinet approved the attached TWU Compensation Philosophy document at its meeting on December 16, 2013. This process leading to the TWU philosophy statement has been positive with the participation of many people and groups. The final philosophy statement was revised to include input from the open sessions and the Faculty Senate. It will be presented to the Board of Regents at the February 21, 2014 Board of Regents meeting. We are on target to complete the review of peer faculty and staff salaries early this spring semester with a goal of using the information gained to make salary recommendations for the FY2015 budget year. The Chancellor’s Cabinet wants to express appreciation to each of you for your interest and participation in this very important project. Special thanks is given to the compensation philosophy committee chaired by Dr. Stankey. The campus community will be kept informed as we continue to develop the TWU Compensation Plan.
As Dr. Neely and Dr. Floyd mentioned in the Faculty and Staff open sessions in April and May 2013, Sibson Consulting outlined their Final Program Recommendations on the Academic and Administrative Compensation Review. Many of you will be asked to serve on various task forces, advisory groups and committees as we transition from the “Study” phase to the “Project” phase. The Compensation Project will have various short, intermediate and long term goals with completion dates ranging from Summer 2013 to the Fall of 2015.
Manager of Compensation
(940) 898-3566 (fax)
Sr. HR Generalist
(940) 898-3566 (fax)