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TO: |
Board of Trustees |
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THROUGH: |
Jay Fox, Executive Director |
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FROM: |
Ann Green-Barton, Chief People Officer |
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PRESENTER(S): |
Ann Green-Barton, Chief People Officer |
TITLE:
title
R2026-02-04 - Setting Compensation for District Officers & Administration Employees and Establishing Parameters to Make Changes to the Structure for the Year 2026
end
AGENDA ITEM TYPE:
Resolution
RECOMMENDATION:
Adopt resolution R2026-02-04 which appoints officers and sets compensation for district officers and administrative employees for 2026 and delegates authorization to the Executive Director and the Chief People Officer to place additional jobs within the compensation structure for the year 2026, as presented.
BACKGROUND:
One of the duties of the Board of Trustees is to fix the compensation of all district officers and employees by resolution (Utah Code §17B-2a-810; UTA Bylaws Article II, Section 7; and Board Policy 1.3 (III)(C)(1)).
The compensation resolution sets compensation for all district officers and administrative employees on an annual basis as required by statute.
DISCUSSION:
The UTA salary structure is updated on a yearly basis to reflect the most recent market data results. Based off current salary budget survey results, the compensation structure has been increased by 2% for 2026. The 2026 salary structure will go into effect beginning January 4, 2026.
In addition to the compensation structure being presented for adoption, the resolution delegates authorization to the Executive Director and the Chief People Officer to place additional jobs within the compensation structure for the year 2026 under the following parameters:
• Addition of a new job that has been authorized by the Board in an approved budget, including an amended budget or technical budget adjustment; or
• Adjustment of an existing job that has changed more than 50% as determined by a “New Job Test” defined in Corporate Policy 6.7.2.1 Administrative Job Evaluation, Job Recruitment, and Job Reassignment.
• Adjustment of an existing job as part of an audit review or as result of a manager’s request to review or appeal a pay grade as defined in UTA Policy UTA.05.04 Administrative Employee Compensation Plan.
• Adjustments authorized in this section will be evaluated by the same compensation processes utilized for the compensation structure approved in Exhibit A.
• Adjustments authorized in this section will be approved through the Authority’s Change in Approved Staffing process defined in Corporate Policy 6.7.2.1,, with proper approvals from the Chief People Officer and the Chief Financial Officer when budget is impacted.
The Chief People Officer will provide the Board a quarterly report that summarizes the addition of new jobs and the adjustment of existing jobs that occurred under the parameters of the resolution. The report will include 1) the new job title and agency office 2) information on whether the job creates a new full-time equivalent (FTE) position or is a repurposed position and 3) information on the initial pay grade placement or the pay grade adjustment within the structure. A resolution and final 2026 compensation structure will be presented to the Board for review and ratification, listing all jobs added by the Executive Director or the Chief People Officer, before the end of January 2027.
ALTERNATIVES:
If the current resolution is not adopted, UTA would continue with the 2025 compensation structure. This may result in UTA being less competitive in the labor market and make it more difficult to retain our current workforce.
FISCAL IMPACT:
Included in UTA’s approved 2026 operating budget.
ATTACHMENTS:
Resolution R2026-02-04