Progress

• In FY23, we increased the total salary pool for new and existing positions by 7.2%.  
• In FY24, that number was approximately 5%, and was comprised of a $5.6M performance-based merit pool for eligible employees; a cost of living adjustment of 2% to regular staff and faculty members who earned under $100,000 (base salary) per year; a $30,000 minimum salary for full-time employees; and $1.75M to provide market-adjustment increases to the salaries of faculty members who were underpaid according to market comparisons.  
• We are investing in another 5% increase to our total salary pool in FY25. This includes a 3% merit-based salary pool for eligible employees, raising the salaries of all eligible staff members who are currently paid below their relevant market minimums in addition to merit increases, creating a new promotion-eligible faculty title series (Professor of Instruction), and funding TXST Longevity Pay and faculty promotion raises.  

• In Fall 2023, we implemented a program to provide a 25% undergraduate designated tuition benefit for dependent children of eligible employees. During Fall 2023 and Spring 2024, the dependent tuition program saved TXST parent employees over $100,000. Because of its success, we will increase the tuition discount to the dependents of employees from 25% to 50% for Fall 2024.  
• We began offering a range of new supplemental benefits through Voya Financial this summer including accident, critical illness, and hospital indemnity insurance, to help employees plan, invest, and protect their future. 

• After many years of student enrollment growth outpacing employee growth needed to serve them, we are making real strides to right size. Compared to two years ago, we have 142 more benefits-eligible faculty members and 215 more benefits-eligible staff members, representing an overall increase of 10%.  
• For FY25, we will create another 17 new staff positions. 

The data-gathering portion of the compensation study, which began in 2023 with the goal of bringing all employee salaries up to market-competitive levels over the next several years, is almost complete. We will continue to update all staff position descriptions across the university.

• Effective September 1, 2023, TXST will invest $12.3 million in our TXST employees for FY24 , a 6.55% increase over our FY23 salary pool. This includes merit pool raises, increasing eligible salaries with a 2% boost, and new staff positions.
• Established a 25% tuition discount for employee dependents beginning Fall 2023.
• Created a discounted meal plan for employees with meals that never expire and with a cost of less than $6 per meal.
• Initiated a salary study with an external partner that will help update our strategic approach and ensure faculty and staff compensation is competitive.
• Spent well over $5 million to permanently increase the salaries of more than 1,400 employees over the past 18 months.
• Removed the requirement that some salary increases have presidential approval.
• Provided 10% pay raises for 100+ student workers, including in our Student Learning Assistance Center.
• Awarded more than $9.6 million in one-time bonuses to employees. 
• Adding more than a dozen new staff positions in critical areas.

• Cabinet approved, where feasible, to allow remote work as a viable option during Energy Conversations Days. It’s now up to each vice president to determine whether their essential offices can be closed during Energy Conservation Days.
• It’s no longer required to secure Vice President approval on AP-12’s Food and Beverage for anything that doesn’t involve alcohol.
• The Staff Handbook, which was previously printed, has been moved to fully online and has become a digital catalogue of frequently used human resources policies and procedures.
• TXST will utilize Adobe Sign for more document approvals and provide templates for many commonly used documents that are routed for approval.
• The required SACSCOC outcomes assessment reports have been reduced significantly for our administrative support units.
• Salary increases over 10% or $10,000 no longer require presidential approval.
• The communication protocol of Accounts Payable has been modified to alter the tone of emails by changing formatting specifications that can sometimes be misinterpreted as adversarial.