To feel the momentum of Texas Woman’s

Dear Colleagues,

Let me start by thanking you for the many (137) thoughtful comments on my pulse survey about how best to approach base salary increases this year and next. Overwhelmingly, you told me you would prefer we use the 5% pool all this year rather than split over two years. Several of you expressed concern that while the all at once approach would benefit you, it might not benefit your new or recently reclassified colleagues. As we so often try to do, we will avoid a one-size-fits-all approach and adjust the plan based on your ideas and suggestions.

I also want to thank Dr. John Terrizzi, Jr. for his leadership of the TWU Faculty Senate and willingness to engage in hard conversations. Reflecting upon those conversations, I decided to take a bolder approach despite the budgetary tensions because I want those of you inside the university to feel the momentum I hear from everyone on the outside when talking about Texas Woman’s. I appreciate Speaker Terrizzi pushing the envelope to ensure we mean it when we say “people matter.”

After all the input, here is where we have landed.

• To qualify for a base salary raise, you must have been employed in your current position at Texas Woman’s on or before the start of 2023 and have a “satisfactory” or above evaluation.
• For those who qualify, your raise will be merit-based. We will guarantee a 4% increase in your current salary or wage. Supervisors will base any additional raise on your performance evaluation and the remaining funds in the 5% pool.
• We recognize that some of the lowest-paid employees at Texas Woman’s are feeling the pinch of inflation most severely, so we will set a floor of $1,500 to help address what five or even six percent could not.
• We will make a note of those currently employed who are not eligible this year—hired or reclassified during 2023—and will hold a 3% pool aside to allocate raises for them next year.
• As a reminder, we are allocating the 5% pool in its entirety this year, so we are not planning on increases next year for those receiving a raise this year.

On the staff front, we continue to move forward with Huron to develop a staff-focused compensation plan, including many elements staff and staff supervisors have wanted for years. Several of you have already engaged in the research phase with the firm, which they plan to finish by April 2024. After that phase, we can begin working on a funding plan.

Meanwhile, the provost is working with faculty leaders on allocating a separate pool of $800K to address current inversion and compression concerns. He will also use a task force to look at faculty compensation more broadly.

There are no easy answers to complex problems, but where there is a will, we can pioneer a way together. I believe Texas Woman’s has much to offer the state and beyond. I want nothing more than to carry forward our mission together, for you to feel buoyed as we go, and above all, to feel valued in your work. Thank you for playing a vital role in this incredible university.

With a pioneering spirit,

Carine M. Feyten, Ph.D.
Chancellor and President

Page last updated 10:03 AM, October 16, 2023