By Julie Hunt, executive director of compensation Several factors contribute to offering fair and competitive pay, and work continues at UT to improve processes, classifications and pay structures. Among top HR priorities for 2018-19 are finalizing the “job families”—phase 2 of a compensation project that began last year and beginning “benchmarking” this fall for phase … Continued
Several factors contribute to offering fair and competitive pay, and work continues to improve processes, classifications and pay structures. Among top HR priorities for 2018 are reviewing and revising “job families”—phase 2 of a compensation project that began last year. Job families are groupings of levels within roles that have similar job duties/responsibilities and require … Continued
Among top priorities in 2018 are updating job families, conducting a system-wide market assessment and developing market-based pay structures—phases 2 and 3 of a compensation project that began in 2017. This is an update on our progress and what you can expect in the months ahead.
Creating and updating staff position descriptions just got easier and more effective.
How much do you know about pay?
Pay can be a difficult topic to discuss, especially with your supervisor. To help, we’ve asked employees from different UT campuses and institutes what questions they have about pay.
