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View the Classified Pay Plan and Salary Guides here.

Years of experience not related to the position are not considered.

Only substantial and relevant years of experience in a previous position that is directly related to the position at UT Dallas will be considered.

The midpoint of the salary range is considered the market value of the position, and it is expected that the employee at this salary or above is fully productive in the position and has considerable experience in the job.

If an employee meets only the minimum qualifications of the position, they likely should be compensated in the first quartile.

The minimum of the salary range equates to the minimum qualifications required of the new job.

When determining pay, the employee’s knowledge and skills should be considered as they relate to the new job/duties/responsibilities, not their current position.

Other factors may be considered if necessary. * This example represents guidelines for salary range placement. Since employees have different levels of experience and education, we utilize quartiles to determine where an employee should be placed in the salary range. Each job is assigned a salary grade that represents employees performing similar work utilizing similar knowledge, skills and abilities.

Determining Pay Salary Ranges and QuartilesĪ salary range is an established range of pay organized into salary grades. For additional information or assistance with hiring and compensation matters, please contact the Employment Services team in the Office of Human Resources. Further, institutional equity and fairness issues are also equally applicable, though partially separated administratively. For example, the guidelines regarding merit-based salary adjustments, one-time merit awards, market-based adjustments, and compression or inversion issues are equally applicable to faculty and staff. The principles described herein apply explicitly to all non-faculty staff, but, in some cases, apply implicitly to faculty, as well. The Office of the Provost is responsible for all faculty hiring and compensation decisions, though much of the hiring, performance assessment, and compensation decisions are made at the level of the academic schools by deans or their designees. The Human Resources team is responsible for managing the campus-wide processes for UT Dallas’ hiring and compensation practices, performance management, review of promotional opportunities, and for providing assistance to non-faculty staff. In addition, UT Dallas policy prohibits discrimination based on gender expression or gender identity. In accordance with federal guidelines, enforced by the Equal Employment Opportunity Commission (EEOC), it is unlawful to knowingly or unknowingly discriminate in pay or application of employment practices, and therefore all salary decisions must be made without regard to race, color, religion, sex, national origin, age or disability. The Office of Human Resources is responsible for the administration of the program however, every employee and manager has a responsibility to ensure the success of the program. The success of our compensation program hinges on our ability to appropriately compete with external labor markets, to recognize and reward exceptional performance, and to maintain a shared sense of internal equity and fairness. Implementation of consistent and appropriate practices are instrumental to our ability to attract, motivate, and retain qualified employees, and to ensure compliance with appropriate rules, regulations, and laws. At The University of Texas at Dallas, compensation decisions are a collaborative effort between the hiring manager or supervisor, responsible higher-level administrators, and Human Resources.