According to an open records request I made on behalf of Orangebloods.com, DeLoss Dodds, 72, has had his contract as athletic director extended from a term ending Aug. 31, 2011 to Aug. 31, 2015 while having a provision added that will keep Dodds employed at Texas "half-time in another capacity" through August 2020.
His annual salary is being increased from $627,109 to $700,000.
There is an incentive to avoid any major NCAA violation that has increased from $50,000 to $62,500.
An incentive for Texas to be financially solvent has also increased from $50,000 to $62,500.
Previously, Dodds had a provision in his contract that called for a $750,000 (after taxes) annuity to be paid Aug. 31, 2011. That annuity has been increased to $1 million after taxes "if still employed in some capacity on Aug. 31, 2014 and payable prior to the end of 2014."
Dodds also has a provision for future employment at Texas that reads: "After serving as athletics director will be employed half-time in another capacity with an annual salary of $100,000 and benefits through Aug. 31, 2020."
Texas women's athletic director Chris Plonsky, 52, has had her contract extended from a term ending Aug. 31, 2015 to Aug. 31, 2017.
Plonsky's base salary will remain the same - $265,848 - but her supplement for work done on behalf of the men's athletics program will be increased from $50,000 to $90,000.
Plonsky will also continue to receive an annual supplement of $22,154 and automobile allowance.
Plonsky will also have an incentive of $62,500 each year of her contract in which Texas avoids a major NCAA violation.
Any time Texas reaches a BCS bowl game, Plonsky will receive 6 percent of her base salary. Any time Texas reaches a non-BCS bowl game, Plonsky will receive 4 percent of her base salary as a bonus.
Both Dodds and Plonsky used to have incentives tied to academic performance of student-athletes. But those incentives have been stricken from previous contracts. Some recently issued U.S. Department of Education regulations have impacted the ability of universities to tie certain employment benefits, compensation, etc. to student graduation rates and other academic performance measures.