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System-wide Pay Plan Titles

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. 

 

Compensation Philosophy  

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.

 

Classification and Compensation Project Request Form   

Over the past year, Classification and Compensation has seen a significant increase in special project requests. These include position analysis, equity and/or market surveys, and career path development. In an effort to provide the framework for the project which will include the scope, deliverables, and resources needed, Classification and Compensation has created a project request form to help gather all project needs. This will help the office to determine timelines and priorities. The intent is to have this form completed by the Human Resources Hub professional in collaboration with the requesting leadership.   

Project requests will be reviewed with respect to on-going projects and other requests. Please allow up to 2 business days for your request to be reviewed. A Classification and Compensation representative will schedule a meeting with your team to discuss the request. The requestor will receive an automated project request form email once it has been submitted.  

Note: Allow two to four weeks minimum to gather data. Larger, more complex projects may require additional time.

Project Definition
Position Analysis This is an interview with the employee to obtain information about his/her duties and responsibilities. A separate interview will then be conducted with the supervisor to better understand the responsibilities of the role. Classification and Compensation will then determine if the employee is accurately classified in their role.
Equity Survey

An equity survey addresses salary discrepancies between two or more employees within the same job profile and within the same supervisory organization. Classification and Compensation will conduct a pay compression review which will consist of the following: 

  • Job content (to ensure that employees are, in fact, doing similar work. 
  • Time in current position. 
  • The initial position hiring rates for all employees being reviewed. 
  • Merit history. 
  • Other compensation changes during the period of review. 

During the survey, Classification and Compensation will not look at all employees in this title across campus. Classification and Compensation will look at employees in that career path under the supervisory organization for compression concerns.
Market Survey

A market survey benchmarks university titles against external pay data to ensure competitive pay rates within the organization. Various factors include, but are not limited to: location, organizational size and competitors. These factors will help determine the market for review. 

A market survey can be performed on a specific title or career ladder in the System-wide Pay Plan.
Career Path Development 

A career path is a series of titles within a job family, each with increasing responsibility as expertise is developed, allowing for recognition of professional growth.

This project option could be to create a new title, create a new career path, and/or make changes to current titles in the pay plan.

Classification and Compensation is currently gathering market data on all titles being used at the University and is working to set minimum starting rates. Once the market rate has been set and discussed with the department(s) impacted, salary adjustments will be made to affected employees. NOTE: Not all employees will receive salary adjustments as they may already be paid at or above the market.   

Classification and Compensation is striving to complete a full market review by FY'25 (tentatively). Classification and Compensation will gather market on University titles every two years, so our market minimum rates are staying current. If you need the market data for a regional location due to a hire, transfer or promotion, contact your Human Resources Hub professional and they will complete the classification and compensation project request form.    

For titles that HAVE NOT had a completed market analysis performed, supervisors will continue to follow the assigned pay grade and the applicable approvals required for salary adjustments. Salary pay grades are 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 (may not be delegated).   

For titles that HAVE had a completed market analysis performed, the supervisor has a 10% salary range from the listed minimum to pay the incumbent. Anything past 10%, will need a strong justification to the Vice President for approval and for the request to be reviewed by Classification and Compensation.  

A new title request is one where the title does not exist at the University. 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  

Classification and Compensation is creating university generic job descriptions for all titles being used on campus. The generics that have been created include the below items:

  • Classification Title  
  • Job Family  
  • FLSA Exemption  
  • Pay Grade  
  • Job Summary  
  • Essential Duties and Responsibilities  
  • Required Education and Experience  
  • Required Licenses and Certifications  
  • Required Knowledge, Skills, and Abilities  
  • Machines and Equipment Used  
  • Physical Requirements  
  • Other Requirements  
  • ORP Eligibility  
  • Alternative Work Location Eligibility   

These generics are created based off common attributes found on incumbent's position descriptions. Classification and Compensation wanted to create these generics as a way for supervisors to easily see what duties a role will perform and to use as they request a new position, title change on a vacant position, or a promotion for an employee. The supervisor will have the ability to make minor changes and edits, but overall, the job responsibilities should match up to what is listed on the approved University generic job description. These generics can be found in their appropriate career path. NOTE: Not all generics have been created, but they are coming soon.

There is a blank duty section for the supervisor to add responsibilities unique to the role or the department. The percentage of time for this duty section may vary.

Classification and Compensation is working to review current University titles being utilized at Texas A&M University, Texas A&M at Galveston, and Texas A&M Health and setting career paths. By setting these, a clear path is available for employees in their field and/or title series, and both the supervisor and employee are aware of future promotion opportunities. Below are links to various career paths available at the University.   

Some titles are more relevant and/or are only allowed to be used in a specific department, division, and/or college. If there is a title you would like to use that is not in a career path, please contact your Human Resources Hub professional who will get in contact with Classification and Compensation.

NOTE: There are some titles being used at the University that are unique and do not have a set career path for them to fall into. These titles have been noted under the Miscellaneous Titles section. 

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. 

Job Profile Title  

The Job Profile title is the “official” title corresponding to jobs approved by the Texas A&M University System. Job Profile titles are designed to:  

  • Reflect, as clearly as possible, the nature of the work performed.  
  • Be consistent with other job titles when similar work or work at the same level of scope, responsibility, and organizational level is performed in other areas of the University.  
  • Comply with mandated affirmative action reporting, job applicant tracking, and associated data analysis associated with internal equity or external competitiveness.  
  • Obtain accurate market pricing through greater understanding of job content and job requirements.  
  • Assist with compensation analyses, survey responses, and employment verifications.

Business Title  

The business title may be unique to the position or the department and is often more specific than the job profile title. Business titles:  

  • Are most typically used informally.  
  • Have no impact on wages, benefits, or working conditions.  
  • May be used on business cards, resumes and in other correspondence (i.e. email signature).

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.

Examples

Job Profile Title Good Business Title Rationale
Student Development Specialist II  Collegiate Council Advisor Aquatic Events Specialist  Provides idea of work and location 
Accountant III  Gift Accountant  Provides subject matter expertise 
Research Specialist  Geologist Project Archaeologist  Provides subject matter expertise 
HR Specialist  HR Specialist for XYZ Functional Area  Identifies both subject matter and organization 
Job Profile Title Poor Business Title Rationale
Communications Coordinator  Manager of Communications  Assumes title assigned to jobs with distinct job responsibilities and oversight 
Accountant III  Head of Accounting  Implies status or authority beyond what position is assigned 
Building Superintendent  Sr. Superintendent for XYZ Unit  Doesn’t specifically and accurately reflect work or mission of unit to which the position is assigned. Senior (Sr) is not part of our job title framework. 
Human Resources Manager  Assistant Director of Human Resources  Assumes duties and title of another existing job