UT reports improved staff engagement, launches systemwide compensation study

The Finance and Administration Committee received a workforce update emphasizing employee engagement, compensation adjustments and a new market compensation study.

Brian Dickens, chief human resources officer, presented staff engagement results and trend data. Dickens said the system's current net promoter (employee experience) score is 30.4, with about 48% classified as "supporters" and 17% dissatisfied. He described recent gains in areas such as executive leadership ratings and career development while identifying department collaboration as an area for continued improvement.

On compensation and turnover, Dickens noted four‑year increases in pay across employee groups—highlighting a 29% increase for nonexempt employees over that span—and said turnover has declined to about 10.2%. He reviewed emotional‑wellness referral categories (anxiety, depression, trauma) and urged continued attention to multigenerational benefits and development opportunities.

Separately, the system announced it has selected Huron via competitive RFP to perform the first comprehensive, all‑positions market compensation study since 2017. The consultant will expand comparison groups beyond previously board‑approved peers to provide adequate market data across many position types; presenters said the methodology—not institution selection—was the key to producing meaningful results. The work does not require immediate board approval, staff said, and will inform updated market ranges and compensation policy.

Committee members asked about survey participation rates and payroll impacts from the DASH implementation; HR staff said survey response has hovered near 50% systemwide and that payroll teams have been working long hours to resolve post‑DASH issues.

The committee applauded the system's designation as a "Great Place to Work" for a third consecutive year based on randomized sampling of employees.