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.


Flexible Compensation Programs

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 Compensation

 Other Types of Salary Changes

Other types of salary changes are listed below with a brief description. These types of changes may be initiated by memo, with implementation of approved compensation change accomplished through Workday "Request Compensation Change" business process.

Counter Offer

Texas A&M University employees may be offered employment with substantial salary increases at peer institutions, government agencies, or in industry at times outside the normal budget cycle. In some of these 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. Although the decision may be made out-of-cycle, the effective date of the salary increase should normally be at the beginning of the next fiscal year.

Other Salary Adjustments/Equity Increase

Salary adjustments/equity increases may include external pressure in high demand areas, internal salary compression, gender or ethnic equity adjustments (if any), and other forces which may be beyond the control of our departments. As with merit increases, however, salary adjustments should be made during the regular budget cycle whenever possible. 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.

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.

Additional Information