This page documents the major initiatives, investments, partnerships, facilities, and organizational changes implemented under each pillar of Hopes & Aspirations High. It focuses on how TXST executed its strategic vision. For current performance metrics, trend data, and outcomes associated with each pillar, readers should refer to the Strategic Metrics Dashboard. Together, the Executing the Vision and Dashboard pages provide a comprehensive view of TXST’s strategic transformation. 

FY 2022–2023

  • Launched the Administrative Burdens Task Force to identify and reduce operational inefficiencies, freeing up vital time for mission-critical work.
  • Invested nearly $28M in employee compensation initiatives—a 7.2% increase over the FY2022 salary pool—including $9.6M in one-time bonuses, over $5M in permanent salary increases for more than 1,400 employees, and a 10% wage increase for over 100 student workers.
  • Added strategic staff positions in critical operational areas to successfully support enrollment growth, student success initiatives, and expanding university operations.
  • Launched a discounted employee meal plan, providing campus meals for less than $6 to increase access to affordable dining options for faculty and staff.
  • Initiated a comprehensive compensation study with an external consultant to assess market competitiveness and establish a data-informed framework for future salary investments.
     

FY 2023–2024

  • Initiated a 25% tuition discount for employee dependents to enhance family educational benefits.
  • Invested $12.3M in faculty and staff compensation and benefits (a 6.55% increase over the FY2023 pool), featuring a $5.6M merit pool, automatic 2% salary adjustments for eligible employees earning under $100,000, a new $30,000 minimum salary for full-time employees, $1.75M to bridge faculty market gaps, and enhanced retirement and insurance benefits.
  • Completed the university’s first comprehensive classification and compensation study in more than 30 years to serve as the baseline for all future equity and pay decisions.
     

FY 2024–2025

  • Increased the dependent tuition benefit from 25% to 50%, doubling the university's financial support for employee families.
  • Launched the Professor of Instruction title series, establishing a clear, promotion-eligible career pathway for teaching-focused faculty.
  • Invested more than $12M in faculty and staff compensation and workforce development, including an $8M salary allocation pool, $1.25M for 17 new staff positions, and $1.5M to fully implement the new Professor of Instruction ranks.
  • Sustained continuous market-based salary adjustments and strategic workforce expansion across the university.
     

FY 2025–2026

  • Provided robust, performance-based salary increases to recognize and reward excellence.
  • Added 26 new critical positions, including 17 staff members and 9 tenure-track faculty lines.
  • Hired 33 instructional faculty FTE (Full-Time Equivalent) to directly support historic first-year enrollment growth.
  • Moved more than 400 faculty positions from temporary funding to the permanent budget, drastically increasing institutional stability.
  • Expanded instructional capacity and personnel footprint at the Round Rock Campus.
  • Maintained full funding for TXST longevity pay and 7% faculty promotion raises for all eligible educators.
  • Completed an extensive faculty salary review and successfully implemented modernized faculty pay structures.
  • Selected the Gallup survey to objectively assess employee engagement and implement data-driven action plans.
  • Selected the Collaborative on Academic Careers in Higher Education (COACHE) survey to rigorously measure and improve faculty job satisfaction.
  • Implemented LinkedIn Recruiter and expanded our employer brand presence, resulting in a >50% increase in total job applicants and a massive improvement in applicant yield.
  • Rolled out the "Supervisor Essentials" learning program, actively investing in leadership development across campus.

FY 2026–2027

  • Scheduled the initial Gallup Q12 engagement survey for Fall 2026, with comprehensive action planning to deploy in Spring 2027.
  • Scheduled the baseline COACHE faculty job satisfaction survey to be issued in Spring 2027.
  • Allocated over $2.1M to add 29 vital new staff positions across every division, directly alleviating heavy workloads and reinforcing campus infrastructure.
    Investing over $9.7M in faculty and staff compensation for FY2027, targeted intentionally at performance, market competitiveness, and internal pay inequities.
  • Completed the university’s first-ever study of staff market compression and dedicated an initial $158,000 to correct identified inequities.
  • Investing $1M to create six new tenure-track faculty lines and committing $4.2M to permanently fund faculty positions previously on temporary accounts.
  • Committed approximately $1.4M in continued funding for the enhancement of personnel within new academic programs.
  • Dedicated nearly $460,000 to raise the salaries of eligible faculty members performing below market minimums, guided directly by our 2023 compensation study.
  • Maintained a full funding commitment of over $1.3M in new capital for University Longevity Pay, State Longevity Pay, and 7% faculty promotion raises.
  • Deploying a brand-new Total Rewards Statement to clearly articulate TXST’s compelling employee value proposition.
  • Evolving the HR service delivery model by fully implementing an HR Business Partner framework to meet leaders where they are and drive positive talent outcomes.
  • Integrating AI into the LinkedIn recruiting platform to seamlessly source highly qualified, passive talent for open roles.
  • Launching and assessing the LifeSpeak wellness platform to provide convenient, 24/7 access to physical and mental wellbeing tools for all employees.
  • Completing corporate tax registration for TXST in every state across the country, allowing the university to seamlessly employ approved remote workers without administrative friction.