Compensation is additional pay or extra vacation time provided to an employee for additional labor, length of service, and expectational service.

Longevity Pay

Eligible employees are entitled to longevity pay at the rate of $20.00 per month for each two (2) years of lifetime service credit, up to a maximum of forty-two (42) years of service which pays $420 per month. An employee’s status at the beginning of the month determines the longevity pay for that month.

Eligibility. Longevity pay is limited to regular full-time, non-academic employees who are not eligible for hazardous duty pay.

Hazardous Pay

Eligible employees are entitled to hazardous duty pay of $10 per month for each 12-month period of hazardous duty lifetime service credit. The calculation of hazardous duty pay is based upon the total number of eligible years worked in a position requiring state hazardous duty.

Eligibility. All commissioned law enforcement personnel including all law enforcement officers of state higher education institutions and certain non-student security officers are eligible for hazardous duty pay.

Increasing Vacation Time Accrual

After two years of state employment, employees each additional hours of vacation time each month.

Eligibility. Staff employees and faculty with twelve-month appointments (such as deans, chairs, or directors of academic departments).

Personal Time Off
Questions about your specific paycheck and/or vacation time?


Overtime Pay

Additional pay for working more than 40 hours in a defined workweek (Sunday 12:01am until Saturday 12:00 midnight). Pay is calculated at time-and-a-half salary.

Eligibility. Non-exempt position and should be approved in advance by their supervisor.

Compensatory Time

An arrangement by which eligible employees are entitled to time off in lieu of overtime pay for working more than 40 hours in a defined workweek. Comp time equals the hours worked beyond 40.

Eligibility. Non-exempt position and should be approved in advance by their supervisor.

Special Duty Pay

Extra duty pay and/or a pay differential for certain tasks that are not a part of their regular duty assignment. Pay may be distributed as reoccurring payments over time with a stipend or paid all at once. These tasks are usually temporary, occasional, sporadic and/or for special duties.

  • Temporary Assignment

    To facilitate the work of the University during emergencies or other special circumstances, an employee may be assigned temporarily to other duties for a period, usually not to exceed six (6) months, and during that time, may receive the appropriate rate of pay for the temporary assignment.

  • Extra Duty

    This is for services performed outside the regular duty assignment such as professional services explained in Academic Policy Statement 940202, Payments to University employees for services, and for non-related regular duty tasks such as but not limited to score keeping, test proctoring, ushering, etc.

  • Pay Differential

    A pay differential is a rate added to an employee’s regular rate of pay for services performed during their regular duty schedule that is not required in their regular duty assignments. Usually, the pay differential is for only the time spent on the special assignment. An example of a special duty assignment could be asbestos abatement.

  • Standby and Call in Duty

    This is an agreed upon amount of pay for such services performed as explained in the SHSU Finance & Operations Human Resources Policy ER-3, Work Schedules and Employee Compensation, item number 10.

Eligibility. Non-exempt position and should be approved in advance by their supervisor.

Staff Excellence Award

Nomination based award in which four recipients, including two exempt and two non-exempt staff employees, are selected. These nominations give full-time faculty members and employees the chance to show their appreciation for outstanding staff who have demonstrated excellence during their time here at Sam Houston State University.

Eligibility. Be a full-time, non-temporary staff member (non-faculty with a minimum of two years of service at time of nomination)

  • Show meritorious performance
  • Display proven commitment to excellence in service
  • Excel in their job
  • Demonstrate outstanding abilities, innovative ideas, efficient operations, high level of motivation
  • Be respected by the University community
  • Cannot have been a previous recipient

Nominate Previous Recipients


Merit salary increases may be granted to staff employees whose job performance and productivity is consistently above that normally expected or required (Meritorious Service). A merit pay increase may be requested by the supervisor as a result of the Annual Performance Appraisal (refer to SHSU Finance & Operations Human Resources Policy ER-6, Staff Evaluation System for details). The request is submitted by the employee’s immediate supervisor, through administrative channels, to the Budget Office.

Six-Month Pay Adjustment

New employees (external hires with either no prior SHSU employment history or 30 day break in service as defined by the State) may, at the discretion of the supervisor, receive a six-month pay adjustment, not to exceed 6%, upon completing six months of service. It will be the responsibility of the supervisor to evaluate the employee’s performance, complete a Six-Month Review in the Talent Management system and process the six-month pay adjustment at a time as near as possible to the completion of six months in the new job. The amount of adjustment is based on the progress the employee has made in successfully fulfilling the requirements of the job and for outstanding performance.

Read Policy

2020 Information Regarding Staff Compensation can be found under Notices.


Compensation Questions?

Marcus Gutierrez

Email 4-4409

Joelle Olmstead

Email 4-1824

For Worker's Compensation

Jessica Smith

Email 4-1068