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 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, and will be updated based upon feedback through the employee-manager conversation period.
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.
Recent UW System Updates:
Titles and Job Descriptions
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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.
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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.
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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
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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
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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.
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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.
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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:
- December, 2019 – March, 2020: 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.