As part of the Title & Total Compensation Project (T&TC) employee-manager conversations in Summer 2021, supervisors and employees started to collaborate on developing revised UW-Green Bay position descriptions. This winter, the Office of Human Resources is coordinating a collection and review of those updated UW-Green Bay position descriptions.
At this time, we ask that an updated position description be signed and submitted for all non-instructional Academic Staff/Limited employees no later than March 25, 2022. Please see here for instructions on creating the new position description utilizing the UW-Green Bay Position Description Library.
University Staff position descriptions will also be updated in accordance with this timeline as a part of the US performance evaluation process. This process does not impact Faculty or Instructional Academic Staff.
Should you have any questions about the position description development process, please contact Human Resources at email@example.com.
We are a few weeks into the new year, and ready to begin the University Staff performance evaluation process for the evaluation period of January 1, 2021 – December 31, 2021.
Annual performance evaluations are a key component to employee performance and development and provide employees and their supervisors an opportunity to discuss job performance, set goals for professional development, establish objectives for contributing to the department’s mission, and discuss expectations and accomplishments.
Please review the presentation on Managing and Evaluating Employee Performance to familiarize yourself with this process and your responsibilities. If you would prefer an in-person training session on this topic, please contact firstname.lastname@example.org.
In line with UW System compensation guidelines and the UW-Green Bay Compensation and Pay Plan Policy, all compensation adjustments must be based upon merit and employee performance. Therefore, any future pay adjustments, including base rate adjustments and Board of Regents approved pay plan, will be contingent upon satisfactory performance. In addition, supervisors must have up-to-date, documented performance evaluations on file for all direct reports in order to receive pay adjustments.
- As part of the Performance Evaluation process, it is important that we continue to recognize the opportunities, challenges and changes in the way employees did work due to the global COVID-19 pandemic. Supervisors are asked to keep this in mind when assessing goal completion and setting goals for 2022.
- In accordance with the Title & Total Compensation Project, the template for position descriptions has changed. We ask that the performance evaluation process for ALL university staff employees include the development of an updated position description this year, which should be signed and submitted along with the evaluation by the due date below. Please see here for instructions on creating the new position description utilizing the UW-Green Bay Position Description Library.
- We will be transitioning to electronic performance evaluations for all non-instructional employees in January, 2023. The new position descriptions developed this year will be the foundation for the electronic evaluation structure moving forward. Please watch for communications about this new system during the 2022 calendar year.
In an effort to facilitate timely completion, performance evaluations and position descriptions are due by Friday, March 25, 2022.
Please note that annual performance evaluations are not required for individuals who have had a probationary review on or after July 1, 2021, or for new employees that have been hired since this date. Contact Human Resources if you have any questions about the University Staff performance evaluation process.
In a meeting on December 21, 2021, the Joint Committee on Employment Relations (JCOER) approved the Board of Regent proposed pay plan for UW System employees. The approved pay plan allows for a 2% raise in January 2022 and 2% raise in January 2023 for eligible employees. The effective date established by JCOER for the January 2022 increase is January 2, 2022, and eligible employees will first see the impact on their January 27, 2022 pay check
Eligibility for the UW System Pay Plan is outlined in the UW-Green Bay Compensation and Pay Plan Policy and other institutional communications. Eligible employees will receive a written notification of the 2022 pay plan increase via their UW-Green Bay email during the week of January 3rd. .
For employees in the building trades, JCOER also approved the pending collective bargaining agreements for the last two fiscal years. After JCOER approval, the full legislature and governor need to approve the collective bargaining agreements before the pay increases can be implemented.
For questions about the UW-Green Bay Compensation and Pay Plan Policy or the UW System Pay Plan, please contact Human Resources at email@example.com or ext. 2390.
UW System has recently decided that the Title & Total Compensation Project appeals submission period will be extended through February 4, 2022. The previously-communicated deadline was December 31, 2021. Please see below and on the Title & Total Compensation Project Website (currently being updated with the new date) for additional information related to the T&TC Appeals Process.
As part of the Title & Total Compensation Project (T&TC), all in-scope positions have been mapped to a title within the new structure. If an employee disagrees with their mapped title, they are able to formally appeal the decision. To initiate a title appeal, an employee must submit a Title Appeal Request with supporting documentation between November 7, 2021 and February 4, 2022. The institution will settle all T&TC appeals no later than June 30, 2022.
Please note that by submitting an appeal, an employee is stating that their T&TC mapped UW System title was not accurate as of November 7, 2021. Any requests to review titles because of job duty changes which occurred after November 7, 2021 should be processed through the standard Title Review Request.
Only title of record can be formally reviewed and appealed. Pay range, compensation, scaling, FLSA exemption status, business title, and language in the Standard Job Descriptions cannot be appealed.
For more information about the Title & Total Compensation appeal process, please see the Title Appeal Guidelines – T&TC. For instructions to help in completing the Title Appeal Request form, please see the T&TC Title Appeal Guide.
If you have questions about the Title & Total Compensation Project or the appeals process, please contact Human Resources at firstname.lastname@example.org.
This position reports to Provost and Vice Chancellor for Academic Affairs, with a dotted line to the Vice Chancellor for University Inclusivity and Student Affairs, and serves on the Provost’s Administrative Council. The Assistant Vice Chancellor for Student Success coordinates and provides administrative leadership for programs and services that support student access and success. The Assistant Vice Chancellor is responsible for shepherding student success and retention efforts from start (oversight of the summer bridge program and first-year experience programming) to finish (graduation and career services). This position will collaborate across the university to actualize a holistic and equity-minded view of student success.
For further information and position responsibilities, please see the full position announcement.
To ensure consideration, please apply by Monday, January 17, 2022.
This position reports to the Executive Manager of Dual Enrollment Services and performs a wide variety of duties and responsibilities requiring a broad, complex skill set. This position serves as the primary program support person for UW-Green Bay’s Dual Enrollment Services in the Division of Continuing Education and Community Engagement. As a liaison with internal and external people, this position interacts with a diverse audience of individuals and organizations by communicating procedural information, assisting educators and students through program processes, and resolving complex problems as they occur. Dual enrollment program support includes managing student forms, applications and registrations, billing, payment, and organizing course and program materials. The Administrative Services Professional position calls for a highly organized, flexible, and self-directed individual with excellent customer service skills
For further information and position responsibilities, please see the full position announcement.
To ensure consideration, please apply by Sunday, December 12, 2021.
The University of Wisconsin – Green Bay invites applicants for the position of Bilingual Student Services Specialist. This position reports to the Green Bay One Stop Shop (GBOSS) Manager, and assists clients (i.e., enrolled and prospective students, parents, faculty, staff and the general public) with routine transactions and inquiries. This position will educate clients about university policies, procedures and resources, advise clients about alternative courses of action, and work collaboratively with other university offices and external agencies on behalf of clients to expedite problem resolution. Specialists respond proactively to phone, e-mail and in-person inquiries and transactional requests by clarifying the request, diagnosing the problem, researching the resolution, taking action on the request, and following up as appropriate. Specialists make recommendations on procedural and/or business practice improvements and help track customer service metrics to continuously improve student services and satisfaction. Specialists perform all the duties of a Student Affairs professional, consistent with institutional, division, and departmental mission, vision and values.
For more information and full position responsibilities, please see the full position announcement.
To ensure consideration, please submit application materials by Sunday, December 19, 2021.
The University of Wisconsin System has embarked on a complete redesign of its current classification and compensation structure. The goal of the Title & Total Compensation Project (T&TC) is to modernize the existing title and compensation programs which will, in turn, attract and retain the best talent for the organization.
After a lengthy delay due to COVID-19, the new title structure was implemented on November 7, 2021. The full title and standard job description library is currently posted on the UW System Title & Total Compensation Project website.
Please see below for additional timeline updates:
- November 1, 2021: New salary structure published by UW System on their website
- November 7, 2021: Official go-live of the new title structure.
- November 7, 2021: UW-Green Bay will formally publish the governance-reviewed (and leadership approved) updated Title Review Policy, Title Guidelines, IAS Guidelines, Title Appeal Guidelines, and associated forms.
- Week of November 15th: Formal notices of revised titles sent by UW System to employees
- November 9th and 18th: UW System Salary Structure Virtual Town Halls
- November 7, 2021 – December 31, 2021: Appeals submission period for employees (all TTC appeals must be submitted by December 31, 2021)
- January 1, 2022 – June 30, 2022: Appeals processing period. All appeals will be settled by June 30, 2022.
As part of the Title & Total Compensation Project (T&TC), all in-scope positions have been mapped to a title within the new structure. If an employee disagrees with their mapped title, they are able to formally appeal the decision. To initiate a title appeal, an employee must submit a Title Appeal Request with supporting documentation between November 7, 2021 and December 31, 2021. The institution will settle appeals between January 1, 2022 and June 30, 2022.
Only title of record can be formally reviewed and appealed. Pay range, compensation, FLSA exemption status, business title, and language in the Standard Job Descriptions cannot be appealed.
For more information about the Title & Total Compensation appeal process, please see the Title Appeal Guidelines – T&TC.
For more information about the Title & Total Compensation Project, including FAQs, new guidelines documents, and recordings of recent presentations, please see the UW-Green Bay Title & Total Compensation Project website.
As a part of the implementation of the Title & Total Compensation Project this month, you are invited to join UW System for one of the Salary Structure Virtual Town Hall Meetings on November 9th and November 18th to learn more about the updated salary structure. The Town Hall meetings will cover:
- How UW System’s salary structure was built
- How jobs fit in the salary structure
- How the salary structure will be maintained
- Answer commonly asked questions about employee pay
All the Town Hall Meetings will be held using WebEx. Click on the date to access the Town Hall Meeting at the listed time. Both Town Hall meetings will be recorded for additional viewing opportunities.
Tuesday, Nov. 9
Join the Town Hall Meeting
Audio conference information: 1-415-655-0003
Event number (access code): 2623 536 0367
Thursday, Nov. 18
Join the Town Hall Meeting
Audio conference information: 1-415-655-0003
Event number (access code): 2621 018 5756
Please contact Tom Thieding (email@example.com) at UW System if you require accessibility services ONE WEEK PRIOR to the Town Hall Meeting you want to attend.
Last spring, Governor Evers included a proposed 2021-2023 pay plan for UW System employees within the state budget, which would provide a base rate increase to all eligible employees of 2% in FY22 and 2% in FY23. At this time, the Joint Committee on Employment Relations (JCOER) has not yet voted on the pay plan. That group has final determination on the amount and timeline for pay plan distribution, and thus it is not finalized. However, as we have done in past years, we will be taking measures to prepare for a potential pay plan increase for eligible employees pending JCOER approval.
During the next month, we will be determining which employees are eligible for pay plan under the UW-Green Bay Compensation and Pay Plan Policy. Eligible employees for the proposed FY 2022 pay plan include faculty, academic staff, limited, university staff, and university staff project appointments in ongoing positions with a budgeted FTE of 50% or greater. Pursuant to the UW-Green Bay Compensation and Pay Plan Policy and other publicized guidelines, the following list represents employees who would be ineligible for pay plan:
- Employees paid from provisional, non-budgeted salary lines, including all temporary appointments and positions less than 50% FTE.
- Employees represented by a collective bargaining agreement (CBA). Respective pay increases for pay plan will be negotiated separately through the CBA.
- Employees currently under a performance improvement plan.
- Employees deemed “unsatisfactory” or “does not meet expectations” in overall level of performance under their most recent performance evaluation.
- Ongoing employees with six-months of service or less as of the effective date of pay plan (start date after 6/30/2021)
- Employees who have not completed required campus compliance training. Required trainings include:
- Harassment & Discrimination Prevention (Required every three years)
- Checkpoint: Data Security & Privacy (Required annually)
- Protect Children (EDU-WI) (One-time training required at time of hire)
- Injury and Illness Prevention (EDU) (One-time training required at time of hire)
- FERPA Basics (One-time training required at time of hire)
- Touchstone: Tools for an Ethical Workplace (One-time training required at time of hire)
- Campus Security Authority Training (for employees designated as Campus Security Authority (CSA) only)
- Supervisors who do not have completed, up to date evaluations on file for all of their direct reports. The evaluation periods to assess for FY 2021 pay plan are as follows:
- University Staff: 1/1/2020 – 12/31/2020
- Non-Instructional Academic Staff / Limited: 7/1/2020 – 6/30/2021
- Faculty / Instructional Academic Staff: 2019/2020 Academic Year
In order to be eligible for the proposed pay plan, eligibility requirements (specifically the required trainings and performance evaluations) must be complete by November 30, 2021.
Human Resources will be assessing eligibility of employees. During the month of November, the HR Office will be sending reminders to employees and Dean/Division Leaders of any missing training and/or performance evaluation requirements. Please make sure to be looking out for these emails over the next month.
If you have questions about the proposed FY 2022 pay plan, please feel free to contact Human Resources at firstname.lastname@example.org or (920) 465-2390.