Compensation develops, coordinates, evaluates, and advises University staff on activities associated with job classification, pay, and performance programs. We are available to assist departments in recruiting, retaining, developing, and rewarding all staff employees at Prairie View A&M University.

In partnership with departmental administrators and hiring managers, our staff ascertains the University’s (non-academic) staff compensation needs and develops strategies to address and fulfill those needs by maintaining a compensation program that accomplishes the following:

Provides a total compensation program that considers the external market, while focusing on ensuring internal equity and taking into account the advantages of a collegiate work environment;

  • Enables successful competition in its labor markets;
  • Retains its most competent and best-qualified personnel;
  • Achieves its mission and objectives in the community;
  • Promotes a systematic approach to salary administration; and
  • Adheres to Texas A&M University System (TAMUS) Regulations 01 Compensation and 31.01.01 Compensation Administration.

Fair Labor Standards Act

The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, record-keeping, and child labor standards affecting full-time and part-time workers in the private sector and Federal, State, and Local governments.

The terms and provisions of the Fair Labor Standards Act (FLSA) provide the basis for exempt versus non-exempt status. The exempt or non-exempt status of each employee is determined by the position to which the employee has been hired, transferred, or promoted. The Office of Human Resources is responsible for determining the correct FLSA status when the job is classified in a pay grade. Each manager must ensure that the employee performs job duties as described in the job description to ensure compliance with overtime provisions of the FLSA.