Month: November 2019

Catfish with a Kick

(Gluten-free, gout-friendly)

Ingredients

  • 2 boneless, skinless catfish fillets (about 3/4 pound)
  • 2 teaspoons dried minced onioncatfish
  • 1/2 teaspoon paprika
  • 1/2 teaspoon garlic powder
  • 1/4 teaspoon cayenne pepper
  • 1/4 teaspoon mustard powder

Directions

On a sheet of waxed paper, combine dry ingredients. Rinse catfish fillets and pat dry with a paper towel. Coat both sides with rub. Heat broiler to high. Pour about a teaspoon of olive oil on a small cookie sheet and place catfish fillets on it. Broil about 4 inches from heat for about 5 minutes. Turn fillets and broil 3 to 4 minutes longer, until fish is opaque and flakes easily with a fork.

Serves 2

  • Each serving contains about 239 calories, 0 g carbohydrates, 27 g protein, 14 g fat, 115 mg sodium, and 0 g fiber.
  • To make this recipe gluten-free, use only spices or condiments that are gluten-free. Read food labels carefully and contact the company if you have any questions.
  • This recipe is gout-friendly because it contains food moderate in purines. Meat, fish, and poultry should be limited to 1 to 2 servings per day.

Recipe from the StayWell Company, LLC.

Take an After Dinner Walk Today!

You’ve just eaten and you want nothing more than to lie back on your couch and put on your newest binge-watching obsession. But tonight, resist that urge! Instead of heading to the couch, head to the front door and step outside for a walk. It will help you feel refreshed, it will help you work off some of the food you just ate, and it will help you build muscle and bone strength, as well as reduce your risk for heart disease and diabetes. You just might like it enough to do it tomorrow night and the night after, too. After-dinner walks could become your new thing. That show will still be there when you get back.

winterwalk

Article from the StayWell Company, LLC

Adjunct Instructor – Real Estate Principles

The University of Wisconsin-Green Bay, Austin E. Cofrin School of Business, is currently seeking an instructor to teach Real Estate Principles, an upper-level Finance elective for Accounting and Business Administration majors. The class can be offered either in an online or face-to-face format.

This position includes the following responsibilities:

  • Develop lesson plans from the course curriculum.
  • Evaluate and document students’ progress through testing, observation, and assessment of skills attained.
  • Provide a stimulating environment that encourages student participation and learning.
  • Maintain accurate records on all students, including attendance and course requirements.
  • Organize and maintain time, space, supplies, and equipment for instruction.

For more information and position responsibilities, please see the full position announcement.

Applications will be reviewed as they are received.

Progressive Business Development Specialist

This position reports to the Area Director of Continuing Professional Education and will identify new workforce and professional development programs and other innovative educational needs and opportunities for business and industry and other targeted constituencies. This position will focus on priorities, objectives, marketing and outreach vehicles as they relate to all four campus locations to ensure adequate capacity for program support and instruction. In addition, this position will participate in regional and statewide networks to collaborate with business and industry representatives, professional colleagues, educational agencies, campus academic and administrative units, and other partners on workforce issues, professional development, educational needs, and community economic development.

For more information and position responsibilities, please see the full position announcement.

To ensure consideration, please apply by Sunday, December 8, 2019.

University Services Program Associate

This position reports to the Behavioral Health Training Partnership Director and manages the meeting and event planning process for professional development opportunities provided to behavioral health professionals for the Behavioral Health Training Partnership (BHTP).  This position provides office management and administrative support for BHTP personnel, including supervision of student employees and budget reconciliation and also provides periodic facilitation of training sessions for BHTP.   Responsibilities also include coordination of online course enrollment, marketing of department training, providing customer service, supporting registration, billing and payment services via department software.

For more information and position responsibilities, please see the full position announcement.

To ensure consideration, please apply by Sunday, December 1, 2019.

Human Resources Assistant (Temporary, 9 Month Appointment)

This position reports to the Human Resources Manager/AA Officer and performs a variety of payroll, benefits and human resource related activities for UW-Green Bay’s Human Resources Office.  This position will assist with interpreting and applying a wide variety of payroll and benefit rules and regulations affecting the various employee classifications on campus. In addition, this position will provide assistance with records management.

For more information and position responsibilities, please see the full position announcement.

To ensure consideration, please apply by Sunday, December 1, 2019.

Title & Total Compensation Project Update – November, 2019

https___www.wisconsin

The University of Wisconsin (UW) is embarking on a complete redesign of its current classification and compensation structure. The goal of the Title & Total Compensation Project is to develop new systems that will enable institutions to continue to attract and retain the best talent.

You can now search for UW System job titles through the Standard Job Description Library. The library includes the draft job titles and job descriptions for Academic Staff, University Staff, and Limited Appointees. The library is meant as a reference tool for employees and managers to use during conversations this winter.

Please click here for resources published by UW System related to the Title & Total Compensation Project, including explainer videos, an eLearning module, town hall meeting replays, and a manager resource guide.

UW-System is holding a Virtual Town Hall Meeting on November 15th at 12:00 p.m. Please see this blog post for more information about the town hall meeting.

Recent UW System Updates:

Titles and Job Descriptions

    • The project implementation timeline has been extended to allow for more time to confirm the best job title and standard job description matches possible. The project will finish in Spring, 2020.

    • Review of the draft titles and standard job descriptions is complete and are posted online! The job titles and standard job descriptions will remain in draft form until after employee-manager conversations, December 2019 through March 2020.

    • Employees will discuss their updated job title and job description with their manager or HR representative between December, 2019 and March, 2020. Employees will receive their updated job title information prior to the conversation. Employee feedback and questions are appropriate, valid, and expected during the Employee-Manager conversations.

    • While job titles and job descriptions may change, employees will not lose their jobs, employees will not need to reapply for their jobs, and the work done by employees will not change.

Benefits

    • A summary of the benefits analysis findings is available here.

    • Based on the Mercer benefits analysis and stakeholder input, the project team will recommend a long-term benefits strategy to enhance UW benefits offerings and help keep UW competitive within the market.

Compensation

    • This project creates the foundation for a market informed UW System compensation structure. Employee pay will not be cut. Employee pay will also not be increased as a part of this project. Any increases in pay are out of scope of this project and would need to be funded and planned over time by leadership.

    • The goal is to retain talent within the UW System and provide employees the ability to grow within the new Job Framework and compensation structure. Once a market-informed structure is created, the next question is how project data is used to address issues for current employees as well as in recruitment. The TTC Project allows us to gather the necessary title and compensation data so that we can look at solutions.

    • After the title structure is finalized in Spring 2020. the compensation structure can be finalized, which means that all job titles will have an updated salary range. More details will be forthcoming in March 2020 about updated salary ranges. Introducing compensation before or during the title discussion may introduce unintentional bias for higher or lower titles. Managers will have no more info than employees on compensation. Managers will look at titles and job descriptions based on same amount of information as the employee.

    • Work is still being done to determine and document all of the methods for pay adjustments and career development that will be available in the future

In the Queue:

  • November 15: UW System will host a virtual town hall meeting.
  • December, 2019 – March, 2019: Employee-manager conversations.
  • Spring, 2020: Job titles and job descriptions will go-live.

For up-to-date information about the Title & Total Compensation Project, please see the UW System Title & Total Compensation Project website. Answers to frequently asked questions can be found on the UW System FAQ page.

UW-Green Bay Updates:

  • UW-Green Bay Human Resources has recently held training for managers as well as campus updates for employees.
  • UW-Green Bay has an institutional T&TC project team, whose goal is to engage with subject matter experts and stakeholders. Feedback and information about T&TC flows to and from the project team.

Important Year End Leave Information for University Staff

*Please note that this information applies to University Staff positions, not Academic Staff, Limited, or Faculty positions.*

As we near the end of the 2019 calendar year, University Staff employees are reminded to review their leave balances.

Vacation Carry Over
Employees may carry over any unused vacation earned in 2019 into 2020.  You don’t need to do anything to have your unused 2019 vacation carry over to 2020 – it will carry over automatically.

Any vacation carried over from 2018 must be used by December 31, 2019.  The Human Resources System (HRS) will automatically take any vacation absences entered first from carry over balances before taking from the current year’s allocations.

Compensatory Time
Compensatory time (comp time) is able to be carried into the following calendar year if approved by the immediate supervisor.  If carried over, unused compensatory time must be used by April 30th of the following year or it will be paid out on the pay period that includes May 1st.

Personal and Legal Holidays
Personal and Legal holiday hours may not be carried into 2020.  If personal and legal holiday hours are not used by December 31, 2019, they will be forfeited.

Your legal holiday ‘available’ balance includes upcoming observed legal holidays.  The remaining observed legal holidays this calendar year include Thanksgiving, Christmas Eve, Christmas, and New Year’s Eve.

Annual Leave Conversion Option (Banked Leave or Sabbatical)
Forms for employees eligible for the Annual Leave Conversion Option are available on your My UW System Portal, under Time and Absence > Leave Reports tab > 2019 Banked Leave Report.  Please submit your completed form to Human Resources by Friday, December 6, 2019.

You can also enter this on your timesheet yourself if you prefer (instructions: https://uwservice.wisconsin.edu/docs/publications/phit_leave_conversion.pdf), and please enter it on a non-work day (ex. a Saturday) between 12/1/19 and 12/21/19.  (Please note that if you have and select the hours payout option, if you enter it on a day between 12/1/19 and 12/7/19, the payout would be on a 2019 paycheck.  If you enter the hours payout on a day between 12/8/19 and 12/21/19, the payout would be on a 2020 paycheck.)

How do I check my paid leave balances?
On your My UW System Portal, go to your timesheet, scroll to the bottom, and click on the “Absence Balances” tab.  You can also view your absence balances in your portal under Time and Absence > Leave Balances tab.

Questions? Please contact Payroll & Benefits at (920) 465-2390 or payrollandbenefits@uwgb.edu.

Maximizing Your UW TSA 403(b) Contribution for 2019

You may be aware that the UW TSA 403(b) Program is a great way to save additional money for retirement, but did you know that you can contribute up to $19,000 to your account in 2019? If you are age 50 or older at any time in 2019, you can also contribute a “catch-up” amount of $6,000 for a total of $25,000.

To see how much you have contributed to your TSA account in 2019, check your earnings statement. If you want to increase your contribution amount:
1. Log into the MyUW Portal. 
2. Launch the Benefit Information app.
3. On the bottom of the screen, click on “Update TSA Deductions” to make your change.

If you are paid monthly, you have one paycheck remaining for 2019 – November 29.

If you are paid biweekly, you have three paychecks remaining for 2019 – November 21, December 5, and December 19.

If you are not enrolled in the UW TSA 403(b) Program, and are interested in enrolling, visit the UW TSA 403(b) Program website to find out how to enroll and start saving for your future retirement.

If you have questions, contact Human Resources at (920) 465-2390 or payrollandbenefits@uwgb.edu.

Source: UW System Human Resources