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 priorities of the institution.

UIW’s compensation program is guided by three primary principles: internal equity, external competitiveness, and the University’s fiscal sustainability. Internal equity promotes retention, motivation, and fairness. Employees with similar scope of responsibilities, demonstrated competencies, experience, and organizational impact will receive equitable compensation.

The appropriate comparative market is one that includes comparable higher education institutions, and when needed, relative industry and regionally specific market data. Compensation administration aligns with the operational and financial goals of the University strategically aimed at attracting, retaining, and developing an excellent workforce committed to work in service of the University’s students and broader community.

The Office of Human Resources, in support of its Mission to ensure 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 compensation philosophy and program will be reviewed regularly to ensure that the guiding principles 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.

Together, these practices reflect UIW’s commitment to a thoughtful, mission-driven approach to compensation that supports its people, strengthens its community, and sustains the University’s future.