University Approved Jobs

Due to the broad range of jobs contained within the University and the standardized nature of staff titles, a division may wish to designate a business title for a position. A business title (also known as a working title) is a descriptive designation reflecting the nature of the work being performed in a specific or similar position. Business titles should differentiate the work being performed in a position and, simultaneously, be consistent with similar positions performing the same work in other areas on campus.

A Business Title should: 

• Clearly describe the function, responsibilities or scope of an individual job assignment while being consistent with the job profile title.
• Provide a more specific description of the function or work performed to better facilitate business communications or department’s operational interests.
• Be of “common usage” within our professional industry (higher education) and among roles internal to the University.
• Be brief and communicate an immediate understanding of the job.
• Use easily recognized terms in internal and external business communications.
• Be used as the advertised job title when on file with Human Resources.

A Business Title should NOT: 

• Be indicative of a range of responsibilities or level of authority inconsistent with the job title.
• Use any title that is recognized as an institutional officer such as President, Vice President, Dean, Chief, Provost or other titled positions that are generally recognized as institutional officers.
• Misrepresent the job and its authority within the University.
• Conflict with an approved classified job profile title within The Texas A&M University System.
• Reflect a job profile title existing at a different level or pay range.
• Be tied to a specific individual. A business title describes a role, not the value of the person filling the role. In general, a business title could be used for an existing person filling a role and their replacement if they left for another opportunity.

When considering a business title, a manager should consult with their Human Resources Hub professional to ensure compliance with the University’s guidelines and adjust if necessary. Final approval will be given by the Director of Classification and Compensation or designee.

Texas A&M is committed to providing a staff compensation program that attracts, rewards and retains high-performing employees at all levels. The accomplishment of this goal is supported in part by a compensation philosophy that includes being competitively aligned with the external market. Specifically, Texas A&M is committed to:

• Recruiting and retaining a high-quality workforce to fulfill the mission of the University.  
• Recognizing and rewarding exceptional performance based on an employee’s individual achievement and contribution to the growth and success of the University.  
• Fostering understanding of pay decisions and responsible pay practices.  
• Maintaining an equitable and transparent process for compensation decisions.  
• Using competitive salary practices through comparison to various markets.  
• Supporting, reinforcing, and aligning compensation decisions with budgetary and financial strategies with a goal of growth and sustainability.  
• Being talent-focused while prohibiting discrimination, adverse impact, or adverse treatment as identified in applicable law and policies.  

Through this philosophy, Texas A&M University supports the growth and development of employees in efforts to bring value to the overall mission of the University.

Texas A&M University is part of The Texas A&M System-wide Pay Plan, which is administered by the Pay Plan Administration Committee and the Pay Plan Administrator at the System level. Each job classification at the university has associated with it a job title, title code, salary pay grade, FLSA exemption status, and job family.  

For many titles, Classification and Compensation has set minimum hiring rates based on the market. For titles that have not yet had a market rate determined, salary pay grades still determine the compensation allowed for the title. 

Salary pay grades will be divided into three bands, allowing for greater flexibility for determining hire rates at the department level. The Lower Band may be used with Department Head Authorization. The Middle Band will require authorization at the level of Vice President or Designee. And use of the Upper Band will require authorization by both the Vice President and the Vice President of Human Resources and Organizational Effectiveness. 

A new title request is one where the title does not exist at the University and within the System Wide Pay Plan. If a supervisor has found a need for a new title to be created, contact your Human Resources Hub professional and they will complete the Classification and Compensation Project Request Form.

Items you will need to provide to the Human Resources Hub professional are:  

• Proposed Title  
• Job Duties  
• Minimum Requirements  
• Justification for the Request 
• How the New Title Fits into the Organizational Structure