4.15.10 System-Wide Classified Pay Plan

A. Purpose

The purpose of this policy is to provide for the development and coordination of the System- wide Classified Pay Plan.

B. Authority/Persons Affected

Regents Rules and Regulations, Rule 30101, Classified Personnel Pay Plan Persons affected: All classified employees

C. Definitions

Classified Pay  Plan A component institution structure for classifying positions into occupational families that do not have the assignment of significant instructional responsibilities or responsibilities for the administration of instructional or research organizations, which provides a framework for the assignment of job titles, job class codes, Fair Labor Standards Act (FLSA) category, EEO Codes, and salary grade or range.

Classified Positions  Positions with similar qualifications, requirements and level of responsibility that are grouped together in occupational job families which, when organized hierarchically, create a classified pay plan structure.

Classified Job Title  Job titles that are subject to the salary administration and classification guidelines of and included in the Classified Pay Plan. Titles are descriptive of the work performed and its relative level. Job titles may be generic or specific and can use numerical indicators, letter designations, or descriptive adjectives.

Compensation Policies  The general philosophy and principles of monetary rewards established by the institution that guide the compensation and related practices within fiscal resources. These principles and the policies on which they are based guide compensation program design, procedures and practices to: assure support for the mission of the institution; to attract and retain a well-qualified workforce; to provide equitable and fair compensation
for similar qualifications and work; to ensure compliance with applicable laws and regulations; to recognize and reward superior performance; and, to pay at levels that are competitive within the relevant labor markets.

EEO Code  The numeric code assigned to each job title based on the Equal Employment Opportunity Commission (EEOC) job group definitions.

Fair Labor Standards Act (FLSA)  Federal legislation that sets minimum wage, overtime pay, equal pay, record keeping, and child labor standards for employees who are covered by the act and are not exempt from specific provisions.

FLSA Category  The designation of a job that indicates whether it is exempt from or subject to the overtime provisions of the Fair Labor Standards Act.

Job  The grouping of tasks, duties, and responsibilities assigned to one or more positions. A job refers to the tasks, duties, and responsibilities rather than how well the work is performed.

Job Code  The unique numeric or alpha-numeric designation that is assigned to a specific job title, occupational group, or title series within the occupational group to which the title is assigned.

Job Description  The summary of the major duties and critical tasks of a job that identifies the minimum qualifications such as education, experience and certification required for a classification. Preferred qualifications may also be included.

Salary Ranges  The span from minimum to maximum that constitutes a pay or salary grade or salary range established for a particular job or job grade. A salary range must include a minimum and maximum and may include midpoints.

D. Policy and Procedures

Each institutional Classified Pay Plan shall include a listing of job titles of all positions which do not entail significant instructional responsibilities or responsibilities for the administration of instructional or research organizations. The Regents delegate to the President of each institution, or his or her delegate, the authority for the maintenance of an institutional Classified Pay Plan. Each delegate shall determine the inclusiveness of the Classified Pay Plan for the institution and have the responsibility to maintain the pay plan on an annual basis. Each delegate shall comply with all appropriate requests for institutional compensation information in a timely manner.

  1. Classified Pay Plan Structure and Standards
    1. Type of Plan

      Each delegate may determine the Classified Pay Plan structure that most appropriately meets the needs of the institution and is in compliance with the standards set forth below.

    2. Required Classified Pay Plan Elements

      1. Job Title - Descriptive job titles shall be used for positions that are similar in scope and function. Institutional pay plans shall have descriptive job titles

      2. Job Codes - A uniform job code system shall be used to designate job classes within each institutional Classified Pay Plan

      3. Salary Ranges - Each title in an institutional Classified Pay Plan shall have a minimum and maximum for each salary range. Each institution may base its Classified Pay Plan on those compensable factors it determines to be appropriate. Salary ranges for each job classification should reflect the competitive labor market environment applicable to each institution.

      4. Job Descriptions - A standardized job description shall be developed and made available for each job title appearing in an institutional Classified Pay Plan. This job description should include at minimum: the job code; title; purpose of the job; required education and experience and any required certification, registration, or licensure; job functions; and, supervisory responsibilities.

      5. Fair Labor Standards Act (FLSA) Category - Each institutional Classified Pay Plan shall provide a reference to the appropriate overtime category under the FLSA.

      6. Equal Employment Opportunity Code - Each institutional Classified Pay Plan shall include the appropriate EEO code for each classified title.

      7. Index -Each institutional Classified Pay Plan should include an index that includes all classified titles for each occupational job family included in the pay plan. Other indices may be included as determined by an institution.

      8. Compensation Policies - Each institution should include relevant institutional compensation policies and appropriate statements of compensation philosophy in its Classified Pay Plan.

    3. Pay Plan Accessibility

      To facilitate sharing of knowledge and administrative resources, each institution shall make its Classified Pay Plan accessible on an internet or other site determined by The University of Texas System. This accessibility may be accomplished through linkage from the institutional Classified Pay Plan to the designated University of Texas System site. All of the essential institutional pay plan elements required in Section 3.2 above shall be included in the Classified Pay Plan that is linked to The University of Texas System site. Each institution is responsible for assuring that subsequent changes to the Classified Pay Plan are reflected on the linked site.

    4. System-wide Pay Plan

      The component Classified Pay Plans of the institutions of The University of Texas System and System Administration shall be collectively deemed to be the System- wide Pay Plan.

  2. Applicability

    This policy is applicable to each component institution of The University of Texas System and to System Administration.

  3. Interpretation

    The Assistant Vice Chancellor for Employee Services officially interprets this Business Procedures Memorandum and is responsible for its revision as necessary to meet the changing needs of The University of Texas System and any subsequent statutory requirements.

E. Responsibilities

See Policy and Procedures section.

F. Review

This policy shall be reviewed by Human Resources every five years or as legislation changes.


LAST AMENDED:  04/22/2008

REVIEWED:  AY 2014-15