UIW Compensation Philosophy
UIW Compensation Philosophy
The University of the Incarnate Word is built on a foundation of Catholic faith and commitment to service with a Mission focused on educational excellence and development of the whole person. It is on this foundation that UIW commits to fair and equitable pay practices that attract and retain a highly qualified and diverse workforce needed to fulfill the Mission and strategic goals of the institution.
UIW’s compensation program is guided by three primary principles: internal equity, external competitiveness, and the University’s financial means. Internal equity promotes retention, motivation, and a sense of fairness. Employees with similar scope of responsibilities, demonstrated competencies, experience, and organizational impact will receive equitable compensation.
UIW strives for external competitiveness with salaries that meet the market in the 50th percentile when employees are fully proficient and meeting expectations. The appropriate comparative market is one that includes comparable higher education institutions, and when needed, relative industry and regionally specific market data. Compensation administration will fall within the operational and financial means of the University with a goal of creating an excellent workforce by attracting, retaining, and developing employees that are committed to work in service to students.
The Office of Human Resources, with a mission to support UIW by ensuring services, policies, and systems align with the University's values, strategic priorities, and Mission, will administer the compensation program in a manner that is fair, consistent, and free of discrimination. Both the philosophy and program will be reviewed regularly to ensure that the guiding principles and values are consistently upheld and support organizational priorities and needs. The university will respond to changes in the market and remain in compliance with all applicable local, state, federal laws, and requirements. UIW will communicate any changes to this philosophy and administration of the program in a timely manner.
UIW’s commitment to compensation is not limited to direct salary, but rather a plan that incorporates indirect benefits as a form of compensation. Indirect benefits include health and wellness plans, educational programs for employees and their dependents, retirement savings opportunities, paid vacation, holiday and sick leave, and work life programs.