Supervisory Leadership Certificate Program – Fall 2021

The University is pleased to continue an exclusive Supervisory Leadership Certificate Program available to five UW-Green Bay supervisors seeking professional development for the Fall, 2021 semester.

Build your leadership skills, fulfill your potential and enhance the capabilities of your department with a program designed to advance careers! Five supervisors are selected to begin this program each semester with $600 in expenses for materials and other items charged to their department.

To earn the UW-Green Bay Supervisory Leadership Certificate participants must complete eight courses (Fall 2021 course dates identified below):

    • Core Course:  Developing Yourself and Others (3-hour interactive virtual session and 3+ hours self-paced online study) – Online study materials available Aug. 2, Virtual Session Aug. 11, 8:30 a.m. – 11:30 a.m.
    • Five topic courses: (each class has a 3-hour interactive virtual session and 3+ hours self-paced online study):
      • Interpersonal Communication-From Collaboration to Conflict Resolution (Online study materials available Aug. 16th, Virtual Session Aug. 25, 9:00 a.m. – 12:00 noon)
      • Change Management-Leading Through Change (Online study materials available Aug. 30, Virtual Session Sept 8, 9:00 a.m. – 12:00 noon)
      • Creating Cultural Transformation (Online study materials available Sept 13, Virtual Session Sept 22, 9:00 a.m. – 12:00 noon)
      • Coaching for Performance (Online study materials available Oct. 11, Virtual Session Oct. 20, 9:00 a.m. – 12:00 noon)
      • Helping Your Team Achieve Optimal Organizational Management (Online study materials available Oct. 25, Virtual Session Nov. 3, 9:00 a.m. – 12:00 noon)
    • UW-Green Bay Human Resources’ Supervising for Success (Date TBD)
    • Capstone Course:  Developing an Action Plan (Online study materials available Nov. 1, Virtual Session Nov. 10, 8:30 – 10:30 a.m.)

Approximately $600 in expenses for course materials and other items will be charged to the department. Supervisors are encouraged to discuss the cost with Division Heads/Area Leaders if funding is a barrier to participation.

If interested in being considered for this program, please complete the top section of the Interest Form and forward electronically to your supervisor.  Next level supervisors should review and complete their portion of the form, and forward to the Area Leader no later than July 2, 2021.  Forms will be forwarded to the Position Review Committee for consideration, and decisions made on attendees will be communicated to employees and supervisors in mid-July.

Please visit the Leadership Development website for more information regarding professional development opportunities for supervisors.

The Supervisory Leadership Certificate Program is a collaboration between Continuing Education & Community Engagement (CECE) and UW-Green Bay Office of Human Resources and Workforce Diversity. If you have questions about the Supervisory Leadership Certificate Program, please feel free to contact Judy Price at pricej@uwgb.edu or (920) 366-8328.

 

Title & Total Compensation Project – Supervisor Session Recording

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, it has been announced that the new title structure will be implemented in November of 2021. The full title and standard job description library is currently posted on the UW System Title & Total Compensation Project website.

To prepare for implementation, employee-manager conversations will take place between July 1, 2021 and September 10, 2021. For more information about T&TC (basics, history, mapping information, etc.), please view the recently-published T&TC Open Forum Recordings.

The Office of Human Resources and Workforce Diversity recently held sessions for supervisors to learn more about the logistics of employee-manager conversations. For a recording of the supervisor session, please click here.

Additional information and resources for the Title & Total Compensation Project can be found on the UW System Title & Total Compensation Project website. Supervisors are encouraged to review the Employee-Manager Conversation Toolkit and eLearning Module for more information about the Project and the role of a manager during the employee-manager conversation process.

In addition, more details specific to supervisors regarding next steps in employee-manager conversations will be delivered via email on June 25, 2021. Please watch for that communication.

On behalf of the campus project team and leadership, we would like to thank you for your continued engagement as we take the next steps in this initiative. Please contact Human Resources at hr@uwgb.edu or ext. 2390 if you have questions.

Title & Total Compensation Project Supervisor Sessions – June 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, it has been announced that the new title structure will be implemented in November of 2021. The full title and standard job description library is currently posted on the UW System Title & Total Compensation Project website.

To prepare for implementation, employee-manager conversations will take place between July 1, 2021 and September 10, 2021. For more information about T&TC and UW-Green Bay’s timeline, please view the recently-published T&TC Open Forum Recordings.

Supervisor Training:

We will be holding three supervisor sessions to provide important information for supervisors about the upcoming employee-manager conversation process. These sessions will be specific to the process happening this summer, so even if you participated in supervisor trainings a couple of years ago, you are encouraged to attend one of the following sessions:

No need to RSVP, just mark your calendar to attend utilizing the links above! We will also be recording the sessions and will make those available on the HR Connect blog. If you are new to T&TC, please view an Open Forum Recording before attending a supervisor session, as we will not be going into detail regarding the background and history of the project.

Additional Resources:

Additional information and resources for the Title & Total Compensation Project can be found on the UW System Title & Total Compensation Project website. Supervisors are encouraged to review the Employee-Manager Conversation Toolkit and eLearning Module for more information about the Project and the role of a manager during the employee-manager conversation process.

For questions about the Title & Total Compensation Project or supervisor sessions and resources, please contact the Office of Human Resources and Workforce Diversity at hr@uwgb.edu or (920) 465-2390.

Title & Total Compensation Project Open Forum Recordings

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, it has been announced that the new title structure will be implemented in November of 2021. The full title and standard job description library is currently posted on the UW System Title & Total Compensation Project website.

To prepare for this implementation, the Office of Human Resources and Workforce Diversity recently held open forums for employees to learn more about the Project. For recordings of these open forums, please click on the links below:

    • Longer Forum (topics include full background and history of the project, timeline, job framework, job descriptions, job mapping, compensation, and information about employee-manager conversations)
    • Shorter Forum (brief update about timeline, job mapping, compensation, and upcoming activities)

More details about the Title & Total Compensation Project will be communicated to employees in the HR Connect weekly email newsletter and blog throughout the summer and early fall. In addition, information can be found on the UW System Title & Total Compensation Project website.

On behalf of the campus project team and leadership, we would like to thank you for your continued engagement as we take the next steps in this initiative. Please contact Human Resources at hr@uwgb.edu or ext. 2390 if you have questions.

Title & Total Compensation Project – 2021 Implementation

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, it has been announced that the new title structure will be implemented in November of 2021. The full title and standard job description library is currently posted on the UW System Title & Total Compensation Project website.

To prepare for this implementation, we expect that employee-manager conversations will begin in July of 2021. During these meetings, employees will discuss their proposed mapped title with their manager. Employee feedback and questions are appropriate, valid, and expected during these employee-manager conversations. Training for managers will take place in June, 2021.

If you are interested in learning more about the Title & Total Compensation Project, please consider attending one of our upcoming virtual open forums:

No need to RSVP, just mark your calendar to attend utilizing the links above! We will also be recording the sessions and will make those available on the HR Connect blog.

More details about the Title & Total Compensation Project will be communicated to employees in the HR Connect weekly email newsletter and blog throughout the summer and early fall. In addition, information can be found on the UW System Title & Total Compensation Project website.

On behalf of the campus project team and leadership, we would like to thank you for your continued engagement as we take the next steps in this initiative. Please contact Human Resources at hr@uwgb.edu or ext. 2390 if you have questions.

2021-2022 Leadership Green Bay Sponsorship

Each year, the University sponsors one employee to participate in the Leadership Green Bay program.  This program was established in 1983 by the Green Bay Area Chamber of Commerce and offers select individuals the unique opportunity to develop leadership skills while enhancing the well-being of the Green Bay area. Program goals include enhancing the participant’s knowledge of the Green Bay community; obtaining a greater awareness of issues that face the Green Bay area; enhancing leadership skills; and making an impact on the Green Bay Community.

The cohort professionals gather once a month October through May (following an overnight retreat in September) to learn about social issues, challenges, and opportunities facing the Green Bay area, get exposure to relevant leadership education and skills, and become community stewards. Each monthly gathering has a specific focus (from local government to education to the economy), and learners are immersed in a full-day interactive lesson that includes guest speakers, team-building exercises, and networking. The program culminates by participants organizing into teams, identifying social or public opportunities, and working on community projects that are designed to raise awareness of an issue, improve team skills, and effect change.

All UW-Green Bay employees are eligible to express interest in being considered.  Supervisors are also encouraged to nominate employees for participation in this program. If nominating an employee, please notify this person to determine if they are willing to participate before submitting.  After the deadline, one employee will be selected by the Position Review Committee, and will asked to complete the application materials representing UW-Green Bay.

In order to express interest in participation, or to nominate an employee, please complete the Interest Form. This form should be filled out and signed by the employee, their supervisor, and the Dean/Division Head (if applicable).  Completed forms must be received in the Human Resources office by Friday, April 23rd for full consideration.

You are also welcome to visit https://www.greatergbc.org/workforce/leadership-green-bay/ for more information about this program.

If you have questions, please feel free to contact Human Resources at (920) 465-2390 or hr@uwgb.edu.

 

HR Forms Moving onto BP Logix

In an effort to streamline processes and reduce our paper footprint, the Office of Human Resources and Workforce Diversity is partnering with the Division of Information Technology to transition many of our forms to BP Logix. Through BP Logix, standard HR forms can be completed and approved completely electronically.

To begin this transition, we will be migrating forms that have historically gone through an approval process up to the Position Review Committee (PRC) for approval. This project will include the development and implementation of these PRC forms in three phases, with the first phase going live today, March 10, 2021.

At this time, we are excited to announce that the following Phase 1 forms have been published within BP Logix and are ready to be utilized. Moving forward, these three forms will be approved through the Area Leader with no PRC review or approval needed:

During the next two phases, the following forms will also be migrated (all of which will include a PRC approval process):

    • Authorization for Recruitment (Phase 2)
    • Authorization for Temporary Hire (Phase 2)
    • Authorization to Waive Recruitment (Phase 2)
    • Base Rate Adjustment (Phase 3)
    • Title Review Request (Phase 3)
    • FTE Change Form (Phase 3)

We expect Phase 2 forms to be published in April and Phase 3 forms to be published by the end of the spring semester. Links to all HR forms (including those that are in BP Logix) will continue to be found on the HR Forms page for easy access.

BP Logix instruction guides have been created for both initiators and approvers.

If you have technical questions, problems logging in or getting access to a BP Logix form, please contact the help desk at (920) 465-2309 or helpdesk@uwgb.edu.

For questions or concerns regarding the form content, please contact Human Resources at (920) 465-2390 or hr@uwgb.edu.

 

LinkedIn Learning Initiatives – Spring 2021

As announced on November 18th, UW-Green Bay is excited to be partnering with Microsoft and LinkedIn Learning. Among other benefits, this collaboration will allow us to provide free and timely professional development opportunities for our faculty and staff. Chancellor Alexander and the Office of Human Resources and Workforce Diversity are delighted to announce two initiatives which will develop shared campus-wide experiences in learning and professional development:

1. In an effort to strategically enhance shared learning across the University community, each semester leadership will select 1-2 learning modules to align with the mission, vision, and strategic priorities of the University. The entire faculty and staff population is asked to participate in these learning modules and topics may guide campus conversation during each particular semester.

For the 2021 spring semester, the topics of service mindset and sustainability were chosen, and the following modules created:

All employees are invited to participate in these two learning modules by June 1, 2021. In order to participate, you may either select the links above, or log in to your homepage at LinkedIn Learning. After you arrive at your homepage, select “From your org” and the modules will show up in a list for you.

These learning opportunities may be completed on work time and supervisors should encourage employees to participate. At the end of the semester, the HR Office will be providing metrics on completion of these courses to Dean/Division Leaders so that participation can be celebrated in evaluations and other departmental recognition efforts. If you don’t complete a module, it will not be held against you in any way. The intent is work on the honor system to improve together as a campus community.

2. Watch for LinkedIn Learning challenges communicated to the entire faculty/staff community through the HR Connect weekly newsletter and blog. Each month, we will publish a calendar of short videos around a specific topic, and ask participating employees to submit a short email at the end of the month identifying their biggest takeaway from the challenge content. The February topic was Black History Month. More information about the February challenge can be found here. Employees who submit their response will receive a shout-out on the HR Office’s social media accounts as well as an email of recognition to their supervisor. The March Challenge will be focused on International Women’s Day, and will be announced in the HR Connect newsletter and blog on Thursday, March 4th.

We are excited about the opportunities that this collaboration with LinkedIn Learning provides for our campus. Please watch for further information in common institutional communication channels (i.e. HR Connect, LOG, etc.). For questions about accessing LinkedIn Learning or the two initiatives outlined within this email, please don’t hesitate to contact Human Resources at hr@uwgb.edu or (920) 465-2390.

New #WhyUWGB Website

As announced on February 9th by Dr. Corey King, Vice Chancellor for University Inclusivity and Student Affairs, one of UW-Green Bay’s EDI strategic goals is to increase and enhance the recruitment and retention of a diverse employee population at UW-Green Bay. To that end, the Council for Equity, Diversity, and Inclusion is excited to announce a new website, #WhyUWGB, to share with UW-Green Bay employees, and to those who may be seeking employment at UW-Green Bay!

Employees are encouraged to take a look at the new website, and engage in the project by submitting their own testimony and photo. In addition, please share this website as you invite others to consider joining our institution. Council members will manage the page and refresh it periodically with new photos and testimony.  And, the Office of Human Resources and Workforce Diversity will be working to include a link to this page in postings, appointment letters, and other marketing materials.

COVID-19 Testing Requirements for Faculty and Staff

Consistent with SYS 600-01: Interim: Spring Semester 2021 COVID-19 Testing Requirements, beginning Tuesday, January 19th, any individual who holds a faculty, academic staff, university staff, limited appointment, student employment, employee-in-training, temporary, or project appointment who comes into any UW-Green Bay building once a week or more to conduct business must obtain a negative COVID-19 test through an antigen test, or through a subsequent confirmation test administered not more than 14 days prior to accessing the campus building.

Any employee who tests positive for COVID-19 should follow current University protocols.  Employees who have previously tested positive will not be required to engage in continued testing every two weeks for 90 days after the administration of the positive test.

All employees may obtain testing through UW Green Bay Testing Centers or have the testing administered at a medical service provider of their choice or an alternative testing location. As a reminder, individuals who have any COVID-19 symptoms should not use the on-campus testing option and should contact their medical service provider for immediate confirmation testing.

The Employee Workplace Expectations document has been updated for the spring semester to include these testing requirements. Please see the Phoenix Forward Questions & Answers page for recently added FAQs related to testing.

On-Campus Testing Logistics:

Since testing is a requirement for working on campus, employees expected to work on-campus at least once a week should be allowed to get their biweekly (every other week) tests on work time during their scheduled work hours. Non-symptomatic employees may receive testing on the campuses at the following times/locations:

Green Bay Campus (East Gym located in the Kress Events Center)

    • Schedule a time utilizing the MyPrevea app– *Recommended to schedule 24 hours in advance of test
      • Monday-Thursday, 7 a.m. to 4 p.m.
      • Fridays from 8 a.m. to 12:00 p.m.

Employees will need to enter through the exterior door of the East Gym. Please look for COVID-19 Testing signage.

Marinette Campus (Cafeteria)

    • Schedule a time utilizing the MyPrevea app– *Recommended to schedule 24 hours in advance of test
      • Every other Tuesday from 10:00 a.m. – 12:00 p.m. starting on January 19th

Manitowoc Campus (Gym)

    • Schedule a time utilizing the MyPrevea app– *Recommended to schedule 24 hours in advance of test
      • Every other Tuesday from 10:00 a.m. – 1:00 p.m. – revised hours starting on February 9th

Sheboygan Campus (Fine Arts Gallery – Theater Building)

    • Schedule a time utilizing the MyPrevea app– *Recommended to schedule 24 hours in advance of test
      • Every other Wednesday from 10:00 a.m. – 1:00 p.m. – revised dates/hours starting on February 10th

Daily Self-Assessment:

Employees will be required to confirm acknowledgement of a completed test within the past 14 days along with the date of the most recent test through the Daily Self-Assessment. All employees (including student employees) who are scheduled to be working on campus are required to complete this Daily Self-Assessment prior to arriving to campus each day.

    • The time performing the self-assessment is considered de minimus (insignificant) time and therefore is unpaid in accordance with FLSA.
    • Should the employee not have access to technology needed to complete the assessment, supervisors may allow reporting via telephone. If an employee needs to utilize a telephone reporting process, they should communicate with their supervisor for details on that process.
    • If an employee answered “yes” to any of the assessment questions pertaining to symptoms and engagement in activities, employees should mark the checkbox, complete the remainder of the form, and communicate with their supervisor via email or phone.
      • Employees are not required to disclose to their supervisor the reason they are unable to be on campus.
      • For more information, please see the Daily Self-Assessment website.
    • Please see the updated How To: Employee Screening Questionnaire document for instructions on completing the daily self-assessment.

Should you have questions related to any of the information contained within this e-mail, please feel free to contact Human Resources at hr@uwgb.edu or (920) 465-2390.