FY'25 Salary Review

How to initiate a Change in Pay PCR

• Step One: Navigate through SAP

  • Navigate to the SAP Portal (https://sapprd.sap.txstate.edu/flp)
  • Scroll until you see the “Manage PCRs” section.
  • Click on the Employees in Org Unit (FRM)

  

  • A new window will pop up. Enter the employee's A# in the search box* and press enter. *Use ZELST to search for A# or personnel numbers to use in this search.

  

  • Select the employee's primary active assignment. Click on the paper icon to the right of the employee's name to open the PCR menu.
  • Click on the Change in Pay (FPM) option to open a new PCR.

  

• Step Two: Complete the Change in Pay PCR form

  A new window will open with the Change in Pay PCR form. Complete the following steps:
  For a complete view, see PCR example.

  1. Effective Date: 09/01/2024 and click Update
  2. Reason for Action: Merit
  3. New Monthly Salary/Hourly Rate: $xxxx.xx* 
     • *The new salary should include the 9/1/24 salary.  
     • If the employee is receiving University Longevity Pay (ULP) on 9/1/24, please indicate in the comments if you want ULP added on top of the 9/1/24 new value field salary on the PCR. 
  4. Complete the New Accounting Information. This will update the employee's cost distribution as of 9/1/24. 
     • For those funded from grant awards, it has been determined that if the award budget is low, it is allowable to fund from an Indirect Cost account to complete the full eligibility. Please contact your grant accountant if you have questions, grants@txstate.edu. 
  5. Complete comments 
     • Indicate the salary increase amount by percentage. Also provide details about ULP, if applicable. 
  6. You have entered all required items to submit the PCR. Click the Check button to send it to the next approver.

  

• What does FTE mean?

  A full-time equivalent (FTE) is a unit of measurement used to figure out the number of full-time hours worked by all employees in a business. If your business considers 40 hours to be a full-time workweek, then an employee working 40 hours per week would have an FTE of 1.0 (i.e., 100%).

  If you are unsure of your FTE status, please contact your manager or Human Resources. Either party should be able to confirm your status in SAP.

• What mandatory trainings are required to be eligible?

  All TXST employees must have completed, at minimum, the three required training courses:

  • TXST Cybersecurity Training (renews annually)
  • Tools for an Ethical Workplace (Ethics & Compliance) (renews every two years)
  • Preventing Harassment and Discrimination (EEO & Title IX) (renews every two years)

  These courses (if due by May 31) must show as completed in SF Learning by September 1 to be eligible to receive a salary increase.

  —

  To check the status of your assigned training, go to the SAP Portal, select the SuccessFactors Learning/Performance tile, then select My Learning. All assigned training and due dates can be found in the “My Learning Assignments” area of the page. For guided assistance, including screenshots, please review the SF Learning user guide on Accessing Course Certificates and Learning History. 

  For supervisors, any overdue training can be found on the My Team tab (and also as an alert tile on the landing page after signing into SF Learning). For guided assistance, including screenshots, please review the SF Learning supervisor’s guide. 

  For questions regarding required compliance training courses, please contact the Office of Institutional Compliance & Ethics. For help navigating SF Learning or assistance checking your learning history, please visit the SF Learning User Guides website or email Talent Development & Communications. For trouble logging into SAP, please contact ITAC for help.

• How do I know if I am eligible?

  Eligibility is determined as part of your annual performance review. Staff can access your most recent performance review by logging in to Success Factors Performance. Faculty are encouraged to use the Faculty Qualifications System to verify evaluation meets the threshold for merit for this calendar year.

  Contact your supervisor with any questions.

• How can I find out my salary increase?

  If not previously communicated to you, please contact your supervisor or department head to confirm your individual merit increase.

• If an employee leaves an eligible position, how will this affect the salary increase?

  If an employee leaves their merit-eligible position and does not go into another merit-eligible position prior to the specified merit effective dates, then they are no longer eligible for the corresponding merit increase.

  • Example: HR Representative, Katie, leaves her salary review eligible position for a graduate assistantship or NSNR (i.e., a non-merit-eligible position). Due to this change to a non-eligible position, Katie would not receive the salary increase based on eligibility criteria.

• Can I receive a Change in Pay in the month of September if I received a Salary Adjustment?

  No*. Employees in this situation are not eligible to receive a Change in Pay adjustment until October 1, 2024.

  Any exceptions must be approved by the divisional Vice President and the Executive Vice President for Operations & Chief Financial Officer.

  *Employees that have changed positions, been reclassified, or received a transfer/promotion on or after September 1, 2024, will receive the new salary that corresponds with the action in PeopleAdmin.

• Can a classified employee who is at or above their job title's maximum pay rate receive a salary increase?

  As an exception to normal policy, merit increases may be requested for eligible classified employees even if the increase would put the employee’s salary above the maximum rate for their title’s pay range.  All such requests will be submitted to the university Chief Financial Officer for final approval, along with the appropriate market data for the employee’s position.