Texas Tech University's Compensation Philosophy

In pursuance of attracting and retaining a highly qualified and diverse workforce and to fill openings at all levels, it is the Texas Tech University System's philosophy, to include its component institutions, to maintain consistent and competitive salary ranges based on each component's goals, priorities, and financial position. Texas Tech seeks to recognize and reward its employees for their talent, skills, and performance. Texas Tech is committed to maintaining a work environment free of discrimination and encourages all employees to strive to reach their full potential. The following statements express our objectives with respect to base pay of all employees. Texas Tech recognizes not all these objectives may be completely achieved at all times for employees, but they are set forth herein to serve as guides against which proposed actions are to be administered and evaluated as outlined in each component institution's salary administration policy.

Compensation Objectives

It is our objective to establish and maintain a compensation system that will:

• Attract and retain qualified personnel at all levels of responsibility
• Recognize and reward individual ability and performance
• Reflect the complexity and responsibility of jobs
• Be externally competitive, internally consistent, and fair
• Obtain the optimum degree of employee performance, morale, and loyalty through consistent compensation administration
• Control direct and indirect personnel costs
• Foster good employee understanding and relationships by providing individual employees with information on the pay structure and its administration
• Be flexible and simple to administer
• Provide uniform methods of establishing and applying salary rates, and to facilitate the employment, classification, and promotion of employees

The compensation policy is to:

• Establish wage and salary ranges that reflect the value of the various jobs, as determined by a formal system of continuing job evaluation and review, taking into account the duties and level of responsibility of each job
• Establish and maintain justifiable differentials between job levels
• Adjust pay ranges when warranted by changing economic and competitive factors, as determined by periodic surveys
• Encourage superior performance by adjusting the pay rate of each employee on the basis of the quality of individual performance, as determined by a systematic program of performance evaluation
• Ensure that consistent and equitable compensation practices are maintained across System institutions
• Ensure that supervisory employees are responsible for integrating the System's commitment to Affirmative Action and Equal Employment Opportunity in recruitment, promotion, and compensation evaluation actions
• Ensure compensation is not influenced by race, color, religion, gender, age, national origin, protected veteran status, or any other protected classes, categories or characteristics
• Comply with applicable laws and regulations and established policies and procedures

Pay Plan Structure

Texas Tech University Pay Plan Structure

Overview

Every position at Texas Tech University System is subject to applicable federal and state laws and regulations, in addition to university policies and procedures. The system's pay plan is divided into two categories: Classified and Non-Classified.

Classified Pay Plan

Texas Tech University System's Classified Pay Plan is administered by each component institution's Human Resources department. Each classified position has a standardized specification with a position code, position class title, position summary, minimum qualifications, exemption status, job category, pay grade, and pay range with set minimum, mid, and maximum salary rates. Essential job duties and preferred qualifications are determined by the employing college or department.

Non-Classified Pay Plan

Texas Tech University System's Non-Classified Pay Plan is administered by each component institution's Human Resources department. Non-Classified positions are often one of a kind, used by a small number of employees, or faculty-related and allows flexibility to address the university's unique job market when determining compensation. Non-Classified positions are often widely recruited for and typically require a specific degree and/or specialized training. Non-Classified positions have standardized specifications with a position code, position class title, minimum qualifications, exemption status, and job category. Essential job duties are determined by the employing college or department.