Compensation Changes

Changes to an employee's compensation may be given in a variety of circumstances, such as through the regular merit process, or through a job change that entails changing the employee's title and salary. Below are some situations in which an employee may be given a change in compensation without changing the employee's actual job.

Note: Processing any ongoing compensation change in Workday will require initiation of the Request Compensation Change business process. Any one-time payment will be processed using the One-Time Payment business process. A job aid for One-Time Payment may be found at Workday Help in your Single Sign On (SSO) menu.

FY21 Compensation Resources

Texas A&M University provides supervisors and managers with monetary and non-monetary compensation tools to recognize and reward outstanding performance (see University Rule 31.01.01.M5 Flexible Compensation Programs).

Implementation of these programs within each division of the University is at the discretion of the respective vice president and are not considered to be entitlements.

Supervisors and managers should deliver rewards as close as possible to the qualifying event. When delivering rewards, be specific as to what was done well and let the employee know how the organization benefited from the performance.

Monetary Compensation

Non-Monetary

Other types of salary changes are listed below with a brief description. These types of changes may be initiated by memo, followed by initiating the Workday Request Compensation Change business process to process the salary change.

Counter Offer

Texas A&M employees may be offered employment with substantial salary increases at peer institutions, government agencies, or in industry at times outside the budget cycle. Counter offers are not allowed within other departments and Texas A&M University or Texas A&M Health Science Center. In some instances, counter offers might be considered to keep the employee at Texas A&M. Counter offers should be used only when the employee possesses special talents that cannot easily be replaced.

Adjustments/Equity Increase

Reasons for salary adjustments may include external pressure in high demand areas, internal salary compression, gender, or ethnic equity adjustments (if any), and other forces that may be beyond the control of departments. Equity increases are typically approved during the budget cycle for an effective date of September 1. Any request for an out-of-cycle salary adjustment should be supported by strong evidence of need and a compelling argument as to why the adjustment cannot be accomplished during the next regular budget cycle.

Out of Cycle Merit Increase

Normally, salary increases on the basis of merit will occur during the budget cycle. However, in rare cases, clearly exceptional performance or accomplishment may occur for which a merit increase out-of-cycle may be appropriate. Very strong evidence, including a current written performance appraisal reflecting meritorious performance, should be shown as to why this increase cannot be made during the regular budget cycle. Refer to merit for more information.

Temporary Salary Increase

Occasionally, positions vital to an organization must be filled immediately on a temporary basis. In such instances, another employee may be temporarily assigned to the vacant position or asked to assume some or all of the responsibilities of the position for lengthy periods of time. An employee placed in an acting or interim status or who is required to assume significant additional responsibilities for an extended period of time may be considered for a temporary salary increase. The temporary salary increase must be renewed annually if the increase is continuous.

To be eligible for a temporary salary increase the following criteria must be met: the new duties to be performed are clearly differentiated from the duties normally performed by the employee, the new duties are not to be performed on a permanent basis, and the new duties are to be performed for more than thirty (30) days, but typically not more than one year.

Note: The Temporary Salary Increase may be set up as a monthly allowance for monthly paid positions. To set up a monthly allowance, go to the Allowance section and select Temporary/Interim Increase for the Compensation Plan and enter the monthly increase in the Amount field. Do not use allowance to set up a temporary increase for hourly paid positions. The temporary increase should be applied to the current hourly rate for hourly paid positions.