TPEA Compensation Proposal for 2010-11 Biennium
General pay raises to maintain state competitiveness. TPEA supports pay raises of 3.50 percent in FY 2010 and 4 percent in FY 2011, with appropriate dollar monthly minimum increases, for all general government state employees. Pay raises at this level are necessary to preserve the relative competitive status of state pay versus other public and private employers, as well as to account for increases in the cost of living.
| General Pay Raises for Salary Schedules A, B& C | Biennial Cost |
| 3.5% w/ $80 a month minimum in FY 2010 | $475.9M-GR |
| 4% w/ $100 a month minimum in FY 2011 | $764.2M-AF |
Incremental pay raises for ultra-high turnover. TPEA supports additional pay raise increments of 2 percent in both years of the next biennium for those occupational categories that have been experiencing annual turnover rates in excess of 20 percent annually. Based on the most recent turnover data available, this would include TDCJ correctional staff, TYC juvenile correctional staff, direct care staff at DADS State Schools and DSHS State Hospitals, Adult and Child Protective Services Specialists at DFPS, and nurses with RN or LVN degrees.
| Additional Targeted Raises for High Turnover | Biennial Cost |
| 2% w/ $50 a month minimum in FY 2010 | $73.1M-GR |
| 2% w/ $50 a month minimum in FY 2011 | $111.1M-AF |
Funding for agency merit pay awards. TPEA supports appropriation of funds to each general government state agency for merit salary awards, unless an agency’s funding source could require staff reductions to meet this goal. Funding for merit awards should be in the amount of one half of one percent of gross agency payroll in FY 2010 and one percent of gross payroll in FY 2011.
| Funds for Merit Pay, Excluding High Turnover | Biennial Cost |
| .5% of Agency Payroll in FY 2010 | $60.6-GR |
| 1% of Agency Payroll in FY 2011 | $92.1-AF |
Total Biennial Cost: $609.6 GR/GRD
$967.4 All Funds