Are you interested in being a mentor for new employees?  Would you like to meet new people and share your wisdom and experiences as a UW-Green Bay employee?  If so, please consider becoming a “Campus Resource Person” within the Campus Connection Program!

Human Resources, in partnership with the University Staff Committee (formerly CSAC) and the Academic Staff Governance Committee is introducing an updated new employee mentor program to include both University Staff (Classified) and Academic Staff employees. This program will be called the Campus Connection Program.

The goal of the Campus Connection Program is to foster a cooperative network among University Staff and Academic Staff employees, as well as to cultivate a sense of community on campus.  The program benefits new employees by giving them a friendly resource (a campus resource person).  In return, existing employees have the opportunity to share their experiences and knowledge.

As a campus resource person, you would help new employees acclimate to the campus culture and help them become an active campus community member.  You would meet with the new employee, invite them to university events, and act as a resource.

Click on these links for more information about the Campus Connection Program and the Campus Connection Program Mentor Checklist.

If you are interested in being a campus resource person:

1. Have a discussion with your supervisor to discuss the feasibility with your workload.
2. By October 31, 2014, send an e-mail to HR at hr@uwgb.edu with your supervisor copied expressing interest.
3. HR will be in contact with all interested mentors to arrange a training session and tour.

** Please note: If you have participated in the Campus Connection Program in the past and are currently on our list of volunteers, please send us an e-mail to express your interest in remaining on the list.

Please contact Human Resources at x2390 or hr@uwgb.edu if you have any questions!

As many faculty and staff are aware, effective July 1, 2015, the new University Personnel System (UPS) will be implemented. Over the last several years, UW System in collaboration with UPS workgroups and campus Human Resources staff, have been working to develop “Operational Policies” in preparation for this upcoming implementation. In addition to new policies primarily affecting University Staff (formerly Classified), some Operational Policies will also cover Faculty and Academic Staff since language formerly found in the UPGs (Unclassified Personnel Guidelines) or other UW System policies will be inserted into the Operational Policies. The long term goal is that each operational policy will include provisions specific to all employee types within the UW System.

Action Item:  Feedback from the campus community is a critical step in moving forward with the finalization of these policies and procedures. We have developed three surveysat https://www.uwgb.edu/hr/campus/ups/policies/index.html with feedback due based upon the UW System deadline.  Please review the operational policies linked within each of the surveys and submit your feedback by the respective due date noted. Human Resources will compile all responses and send the feedback to UW System for consideration in finalization of these policies.

Survey 1: Due Tuesday, September 30, 2014

• Compensation Structures and Tools
• Performance Management
• Workplace Expectations

Survey 2: Due Wednesday, October 8, 2014

• Benefits & Leave policies review
• Job-Related Coursework and Training
• Complaint Procedures
• FLSA Designation
• Temporary and Project University Staff

Survey 3: Due Wednesday, October 29, 2014

• Voluntary Reassignment of Formerly Classified FLSA-Exempt Employees to Academic Staff/Limited positions

Please review the campus University Personnel System (UPS) Development website for more information and the latest news in the development of the new personnel system. Human Resources will be in continued communication with the campus community as we move towards the implementation date of July 1, 2015.

The UW Credit Union is offering a fraud and scams prevention and awareness seminar for students, faculty, staff and general public.

As part of National Money Smart Week, the student organization Enactus has scheduled a Fraud and Scams – Awareness and Prevention Seminar.  Current trends in financial crime, identity theft, and ways to protect yourself will be discussed.  The seminar will take place on Tuesday, April 8^th from 4:30 to 5:30 p.m. in Phoenix Room C, University Union.

Presenters:
Wayne Resch, Branch Manager – UW Credit Union
Susan Bach, NE WI Regional Director – Better Business Bureau

Prior registration is not required, and there is no cost to attend.  Please contact Wayne Resch, 608-232-5000, ext. 2382,  if you have any questions.

To UW-Green Bay Employees:  Compensation Study Forum

Please mark your calendars for an additional forum that has been scheduled to discuss the Fox & Lawson Compensation Study and the salary adjustments the University is making as a result of this study. 

This forum is scheduled for Friday, September 13, 2013 at 2:00 p.m. in the Christie Theater.

To All UW-Green Bay Employees: Compensation Study Forum

The Chancellor’s Cabinet and the Compensation Steering Committee invite you to a University wide forum to discuss the Fox & Lawson Compensation Study and the salary adjustments the University is making as a result of this study. 

This forum is scheduled for Monday, August 5, 2013 at 3:30 p.m. in the Christie Theater. 

This session will be recorded and available online for those who cannot attend. In addition, a second forum will be scheduled at the beginning of the academic year (late August).

Due to the postponement of the new University Personnel Structure(UPS), UW-System will use the Office of State Employment Relations (OSER) recruitment policies and procedures for all classified vacancies that occur in the next two years until UPS is implemented.  As part of this, all Office Support Positions must be certified from a central register housed by OSER. OSER has recently revised the Office Support Exam for all classification titles listed in the attached document. The first administration of this new exam will be on August 10, 2013.

Please note the following implications of this new Office Support Exam:

• All previous exam scores will expire upon creation of the new Office Support exam register which is anticipated to be available for use in September.
•  All applicants who have taken the Office Support exam in the last year must RE-TEST beginning in August 2013. Even if you have taken the exam as recently as June 2013, you must RE-TEST to continue to be considered for Office Support positions.

The Wisc.Jobs Home page will display a banner about the new exam and the Monthly State Exams page will be updated on July 19^th with pre-registration information for the August 10, 2013 Multiple Choice Exams. This will also include information about the office support RE-TEST requirement.

Thank you for your interest in employment with the State of Wisconsin. Please help us spread the word about this re-test requirement and forward this information on to anyone you know that may be interested in an Office Support Position.

If you have any questions, please contact Christine Olson, olsonch@uwgb.edu or (920) 465-2846.

In follow up to the e-mail below from Chancellor Harden we would like to pass along additional information as it pertains to the proposed University Personnel Systems implementation delay.

The Joint Finance Committee of the Wisconsin Legislature last week passed an omnibus motion on UW System issues that, if adopted as part of the 2013-15 State of Wisconsin Budget, will revise the implementation date of the University Personnel System (UPS) and the HR Design project at UW-Madison. The language of the omnibus motion reads:

In addition, delay the effective date of provisions adopted under 2011 Act 32 related to the creation of personnel systems for UW employees that would be separate from the state personnel system until July 1, 2015.

The language of the motion needs to be reviewed and statutory language will need to be drafted and placed into the Legislature’s budget proposal. The budget will need to be passed by the full Legislature and then sent to the Governor for action and approval.  However, assuming the intent of the omnibus motion remains intact, the implementation date of UPS and HR Design will be delayed by two years to July 1, 2015. It is important to note that if this motion remains intact and is adopted, it does not end the work that has been done on this important project, but will provide UW System employees more time to contemplate and refine recommended personnel systems that will meet the diverse and unique needs of UW System universities, colleges, and extension.

Due to this motion and the potential delay of UPS, the Open Forum on UPS scheduled for Tuesday, June 4^th at 1:00 p.m. has been cancelled. A Q&A document is being developed and will be shared on UW-Green Bay’s University Personnel Systems website as soon as it becomes available.

Please contact Christine Olson or Sheryl Van Gruensven if you have any questions regarding this topic.

Rehire Process

It’s time to start thinking about the student employees you plan to rehire for the summer and/or Academic Year 2013-2014. Please have a discussion with each of your current student employees regarding your and their intention to continue their employment. In the following weeks you will receive more information regarding the rehire process.

The following students may only work through the last day of exams, May 17, 2013:

• Those who are graduating
• Those who are not enrolled for courses for summer or fall
• Those on Federal Work Study (Note:  Unused Work Study funds will not transfer to another term.)

Employment Period/Payrolls

Summer 2013 Payrolls: June A – August B (5/19/2013-8/24/2013)

Academic Year 2013-2014: September A-May B (8/25/2013-5/16/2014)

The 2012-2013 Academic year ends on 5/17/2013. All students graduating, those not enrolled for courses in the summer or fall and those on Federal Work Study, must stop working on 5/17/2013. Note:  Unused Work Study funds will not transfer to another term.

• Summer work period begins on 5/19/2013.
• Students seeking Federal Work Study for summer must complete the Summer Financial Aid Application found on the Financial Aid website: www.uwgb.edu/financial-aid
• The 2013-2014 Academic year begins on 9/3/2013. Those rehired for the academic year will be rehired effective 8/25/2013 (the beginning of the pay period).

Hiring New Student Employees

ENROLLMENT REQUIREMENTS

Students must be at least 16 years old and enrolled at an institute for higher education or high school to be eligible for student employment.  There are two student eligibility periods:  (1) academic year; and (2) summer session.  During the academic year, students must be enrolled for at least one credit. 

HIRING PRIORITY

Students are employed on a priority basis with UW-Green Bay students receiving first priority.  Priority should be observed according to the Levels listed below.  Before Level II and Level III students are considered, a position must be posted in the PRO system to Level I students for a minimum of two weeks.

Level I

UW-Green Bay students, including new, transfer and specials, registered for at least one credit in the term they are expected to work.

For summer, students can continue employment from spring semester if they are registered for at least one credit in fall.

Level II

Students enrolled at another UW school for fall.  Supervisors are responsible for obtaining verification* of the student’s association with the school system.

Level III

Students enrolled at a non-UW accredited university, technical college, vocational/trade school, or high school.  Supervisors are responsible for obtaining verification* of the student’s association with the school system.

*NOTE:   Examples of documents that verify a student’s enrollment at a school are their class schedule for a current or future semester or a letter from the school confirming their enrollment.

If you are hiring a student from Level II and Level III, you will be able to indicate on the Student Employment Form or Lump Sum Authorization forms if the position was posted in PRO.

ADVERTISING a Student Position

Open positions should be posted in the Phoenix Recruitment Online (PRO) site.  Jobs can be submitted by completing a fill-in-the-blank form found on the Student Employment website: http://www.uwgb.edu/student-employment/employers/opening.asp

Employers with current accounts in the PRO system can post their openings by logging into the system themselves and following instructions found via the Student Employment website: http://www.uwgb.edu/student-employment/employers/other-posting-options.asp

Contact Information:

• For questions regarding posting employment opportunities or Work Study, contact Diana Delbecchi at delbeccd@uwgb.edu or studentemployment@uwgb.edu.
• For questions regarding enrollment requirements, hiring priorities, appointment entry, Portal access, timesheets, payroll processing or earnings statements, contact Sousie Lee at lees@uwgb.edu or hr@uwgb.edu. 

The Compensation Philosophy has been approved by the Chancellor’s Cabinet and is now available for your review online.  A draft timeline outlining the compensation planning process has also been developed and both documents can be accessed at http://www.uwgb.edu/hr/compworkloadstudy/.

To All UW-Green Bay Employees:  COMPENSATION AND WORKLOAD STUDY UPDATE

Two informational sessions have been scheduled in April for a presentation by consultant James C. Fox, Ph. D., Managing Director of Fox Lawson & Associates.  Mr. Fox has been conducting the compensation, benefit and workload study for UW-Green Bay for the past several months and he will present an overview of the process and the results of the study.  The sessions are scheduled as follows:

• Monday, April 15, 3:00 – 4:30 p.m., Christie Theatre, University Union
• Tuesday, April 16, 9:00 -10:30 a.m., Christie Theatre, University Union

The Chancellor’s Cabinet and the Compensation Steering Committee will be attending these sessions as we move forward with this process.  Sessions will be recorded and available online for those who cannot attend.