System-wide Pay Plan Titles - Human Resources

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.