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Wage & FAQs

How does a new position get established in the budget?
The Department determines that an additional position is needed to perform work. The Department prepares a Position Description Questionnaire (PDQ) for use as tool to analyze the job and find a match with existing titles in the Pay Plan.
The PDQ submitted to the Office of Human Resources and handed off to the Wage & Salary Section. The PDQ is assigned a log number and distributed to the person who has responsibility for the Campus from which the PDQ came from. Currently, Alice Hunt is responsible for Lubbock, and Odessa. Rick Martinez is responsible for Amarillo, El Paso, and Health Care Systems. The Wage & Salary answers two questions:
Analysis- Is the proposed title the "best fit" for the level and nature of work to be performed? If not, Wage & Salary contacts the department to suggest/recommend alternative titles.
Funding- Is money available for position? Funding is verified through the Budget Office. If there is no money available to fund the new position, all processes stop until funding is found or the Department stops the action.
The Wage & Salary Section sends request with a recommendation to the Assistant Vice President Human Resources. The Assistant Vice President Human Resources reviews request and recommendation. The Assistant Vice President can return the request for additional analysis or review. Once satisfied the Assistant Vice President Sends request forward to the appropriate Dean or Vice President for concurrence. The Dean or appropriate Vice President can return the request for additional analysis or review or may not concur with the request. If a request is returned by the appropriate Dean or Vice President the request is considered void and no further action will take place until informed by the Dean or Vice President. Once satisfied the Dean or Vice President sends request forward to the appropriate Executive Vice President for approval.
The Executive Vice President can return the request for additional analysis or review or may disapprove the request. If a request is disapproved by the Executive Vice President the request is void and no further action will take place. Actions disapproved by the Executive Vice President may have to go through the entire process. The Wage & Salary Section will notify the Department, the Budget Office, and the appropriate HR Director of approved or disapproved actions.

How does an existing position get reclassified in the budget?
Reclassifications are for positions that have experience a significant change in the nature and level of work. Reclassifications address jobs, not individuals.
The Department prepares a Position Description Questionnaire (PDQ) for use as a tool to analyze the job and find a match with existing titles in the Pay Plan.
The PDQ submitted to the Office of Human Resources and handed off to the Wage & Salary Section. The PDQ is assigned a log number and distributed to the person who has responsibility for the Campus from which the PDQ came from. Currently, Alice Hunt is responsible for Lubbock, and Odessa. Rick Martinez is responsible for Amarillo, El Paso, and Health Care Systems. The Wage & Salary answers the following questions:
Is the proposed title the "best fit" for the level and nature of work being performed? If not, Wage & Salary contacts the department to inform them that the job is correctly classified, or may conduct a job audit if necessary. The Wage & Salary Section may suggest/recommend alternative titles.
Does the incumbent meet the minimum education and experience requirements listed in the job description of the job's proposed title?
Is money available for the reclassification? If it appears that a reclassification is warranted, the incumbent's salary may be adjusted to the minimum salary of the new title's pay grade or adjust the incumbent's salary by a maximum of 5%, whichever is greater. If there is no money available to fund the reclassification, all processes stop until funding is found or the Department stops the action. Incumbents whose jobs are reclassified to titles within the pay grade of the job's current title are not eligible for salary adjustments. Upon downward reclassification of an employee's current position, an employee's salary will be adjusted to reflect the average salary of the new title. Exceptions to this require the approval of the President based upon circumstances related to the demotion or downward classification.
The Wage & Salary Section sends request with a recommendation to the Assistant Vice President Human Resources. The Assistant Vice President Human Resources reviews request and recommendation. The Assistant Vice President can return the request for additional analysis or review. Once satisfied the Assistant Vice President Sends request forward to the appropriate Dean or Vice President for concurrence. The Dean or appropriate Vice President can return the request for additional analysis or review or may not concur with the request. If a request is returned by the appropriate Dean or Vice President the request is considered void and no further action will take place until informed by the Dean or Vice President. Once satisfied the Dean or Vice President sends request forward to the appropriate Executive Vice President for approval.
The Executive Vice President can return the request for additional analysis or review or may disapprove the request. If a request is disapproved by the President the request is void and no further action will take place. Actions disapproved by the President may have to go through the entire process. The Wage & Salary Section will notify the Department, the Budget Office, and the appropriate HR Director of approved or disapproved actions.

How do I offer a salary beyond the minimum for a job?
Texas Tech University Health Sciences Center can hire individuals at salaries beyond the job's minimum salary. The hiring range for most jobs is the first 1/3 of the pay grade range. Jobs with a pay grade of 000 have no pay range and are market driven. No offer of employment at a salary beyond the hiring range or in jobs with a pay grade of 000 should be made until the Office of Human Resources has reviewed the proposed salary for issues of internal equity and market competitiveness. The Department requests a review of a proposed salary for a new employee.
The Wage & Salary Section answers the following questions:

The Wage & Salary Section sends request with a recommendation to the Assistant Vice President Human Resources. The Assistant Vice President Human Resources reviews request and recommendation. The Assistant Vice President can return the request for additional analysis or review. Once satisfied the Assistant Vice President can approve the request.
The Wage & Salary Section will notify the Department, and the appropriate HR Director of the approval.

How do I promote an individual in my office?
An administrator may recommend promotion or transfer of a qualified employee to a vacant funded position within his area of responsibility at any time. Whenever possible, such change in work assignment shall be made with due consideration of the employee's preference. Recommendations shall be submitted to the Assistant Vice President for Human Resources on a Personnel Action Form providing such information as may be prescribed. Such submission should be made prior to any commitment being made and prior to the effective date of the proposed change of status to provide for review of the nomination, availability of funds, and compliance with TTUHSC policies. Any exceptions to this policy must be approved by the appropriate Executive Vice President. Upon promotion, an employee will normally be granted a two to five percent salary increase, not, to exceed the maximum salary or to be less than the minimum salary rate established for the new position.

How do I post a job for recruiting?
Texas Tech University Health Sciences Center is always seeking employees to fill vacant positions. The Health Sciences Center will recruit internally, externally, or both. All recruiting for vacant staff positions will be done through the online applicant system: Texas Tech Jobs at http://jobs.texastech.edu/hr . The hiring manager tutorial is available on the Employment page of the HR website at http://www.ttuhsc.edu/hr/employment.aspx. As the tutorial explains, the Hiring Manager will receive access to TT Jobs and post a requisition to the system using a template for the job title. The posting will be reviewed and approved in accordance with the department’s approval process. The posting is reviewed and approved by Human Resources and will be immediately available in the system to applicants. All postings must remain online for at least 10 calendar days. Hiring Managers will change the status of all applicants as needed. Hiring Managers will contact their HR office to withdraw, put on hold, or close the position when filled. The individual hired for any posted staff position must have applied and been referred through the online system. Further information concerning employment may be found in HSC OP 70.11 at http://www.ttuhsc.edu/hsc/op/OP70/.