Chief of Police

UW-Green Bay invites qualified law enforcement leaders to apply for the position of Chief of Police. The Chief of Police reports to the CBO and Senior Vice Chancellor for Institutional Strategy, and provides comprehensive leadership to the UW-Green Bay Police Department. This position directs all police functions, operations, and strategy to ensure safety and security on all UW-Green Bay properties. The Chief of Police oversees personnel, budget, and strategic planning of the UW-Green Bay Police Department in an effort to promote campus safety, provide educational opportunities, and enhance engagement within the campus community. This position will act as the primary liaison between the UW-Green Bay Police Department and internal and external stakeholders. The Chief of Police will work to enhance and promote inclusivity and equity as crucial components in the pursuit of organizational excellence.

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

To ensure consideration, please apply by Sunday, October 17, 2021.

Front Desk and Mailroom Coordinator

This position reports to the Associate Director of Residence Life and assists in carrying out the mission and philosophy of the Housing and Residential Education.  Housing and Residential Education provides housing for approximately 2,000 students during the academic year and 2,000 guests during the summer months; and employs approximately 18 fulltime staff and 125 student employees.  Primary responsibilities include, but are not limited to:  a) managing information desk and student mailroom services; b) overseeing building and room access systems; and c) providing administrative services. This position reports to the Associate Director; and assumes additional responsibilities assigned by and makes recommendations to the Associate Director and Director.

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

To ensure consideration, please apply by Thursday September 23, 2021.

 

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 further information and position responsibilities, please see the full position announcement.

To ensure consideration, please apply by Friday, October 10, 2021.

 

Title & Total Compensation Project – Supervisor Drop-In Sessions

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. The current step in the implementation process is the employee/manager conversation period, which is taking place between July 1, 2021 and September 10, 2021.

Supervisors were provided information about employee-manager conversations within an email sent on June 25, 2021. As mentioned in that email, Human Resources will be holding drop-in sessions for supervisors who would like to ask questions about the process and network with other supervisors. These sessions will not be designed as presentations, but instead will be a space for collaborative conversation.

If interested, supervisors are welcome to join any of the below drop-in sessions:

    • Wednesday, July 21st from 2:00 – 3:00 p.m. via Teams
    • Wednesday, August 4th from 10:00 – 11:00 a.m. via Teams
    • Wednesday, August 18th from 2:00 – 3:00 p.m. via Teams

For more information about T&TC, please visit the UW-Green Bay Title & Total Compensation Project Website, where you can find presentation recordings, guidance documents, and FAQs. Please also feel free to contact the Office of Human Resources and Workforce Diversity at hr@uwgb.edu or x2390 with any questions.

Changes to Committee on Accessibility Issues Effective July 1st

As UW-Green Bay continues to enhance our efforts related to equity, diversity, and inclusivity, we wanted to share changes to our institutional Committee on Accessibility Issues. These changes are being made to better demonstrate our commitment to accessibility for our students, faculty, staff, and the greater community.

First, in an effort to align with the university’s commitment to inclusivity and supporting accessibility, the Committee will report to Dr. Corey King, Vice Chancellor for University Inclusivity & Student Affairs.

To strengthen our support for UW-Green Bay employees, Kimberly Sipiorski, HR System & Total Reward Manager/Employee ADA Coordinator, will Co-Chair the Committee with Lynn Niemi, Director of Student Accessibility Services starting on July 1, 2021. Theresa Mullen has stepped down from the Student ADA role & Co-Chair to pursue other opportunities.  We value the time and commitment Theresa has given to the University for the past three years.  Thank you, Theresa!

Effective July 1, 2021, Dr. King will serve as ADA Coordinator for students and guests to handle ADA grievances and appeals.  Melissa Nash, Director of Human Resources/Affirmative Action Officer will serve as the resource for employee ADA appeals.  Dr. Steve Meyer continues to act as the University’s Ombudsperson.

Lastly, the Committee has recommended that the entire campus recognize October as National Disability and Employment Awareness Month. We are asking that our campus partners, departments, and programmers help us recognize the importance of accessibility/disability during the month of October.  Please stay tuned for more information from the Committee as we get closer to the Fall.

These are exciting times.  Go Phoenix!

Dr. Corey King – Vice Chancellor for University Inclusivity & Student Affairs

Melissa Nash – Director of Human Resources / AA Officer

2nd Phase of 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 are 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. The first phase (Alternative Work Schedule, Tuition Assistance, and Leave of Absence) went live on March 10, 2021. We are excited to announce that the second phase (to include the following forms) will go live today, July 8, 2021:

During the 3rd and final phase of this current project, the following forms will also be migrated:

    • Base Rate Adjustment
    • FTE Change Form
    • Title Review Request (will be delayed until T&TC implementation)

We expect Phase 3 forms to be published by the end of the summer. 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.

 

 

Revised Telecommuting Policy and Website

The University of Wisconsin–Green Bay is committed to supporting telecommuting arrangements as much as possible when it is beneficial for both the employee and the institution. In addition, the University encourages supervisors and employees to think about flexible arrangements that can better support students and the mission of UW-Green Bay

Telecommuting provides greater flexibility to employees in balancing work and personal obligations, allows for creative space allocation on the campuses, and may improve employee satisfaction and retention rates. The UW System has recently published an updated UW System Administrative Policy 1228: Telecommuting to guide telecommuting arrangements for UW System institutions. Effective June 28, 2021, UW-Green Bay has also published a revised Telecommuting Policy, which outlines the University’s commitment to exploring flexible work options where reasonable, provides common definitions, and communicates telecommuting employee expectations. To support communication about this revised policy, the Office of Human Resources and Workforce Diversity has created a Telecommuting website, which includes helpful information for both supervisors and employees.

While there has been a significant amount of flexibility in documentation due to the COVID-19 pandemic, moving forward it is critical to ensure that any non-instructional employees who are telecommuting have the arrangement documented on a Telecommuting Agreement. Telecommuting agreements are approved on a case-by-case basis at the discretion of the employee’s supervisor consistent with the student-focused mission of the university and the needs of the respective unit/department. As we move into a more normal-looking academic year this fall, supervisors are expected to have a dialogue with eligible employees to determine if a telecommuting arrangement is applicable. Employees who will be in a telecommuting arrangement after the start of the 2021-2022 academic year must have a Telecommuting Agreement approved and on file by August 23, 2021.

Faculty and instructional academic staff (IAS) inherently have flexibility in work arrangements due to their primary job responsibilities of teaching, scholarship, and/or service. Therefore, a telecommuting agreement is only necessary for faculty and IAS if an employee-generated request for extraordinary time working off-campus is being made outside of the norm for the academic unit. Faculty and IAS are still responsible for ensuring the Telecommuting Expectations (as outlined in the UW-Green Bay Telecommuting Policy) are met when working at an alternative site.

For more information about telecommuting, including instructions for requesting and approving telecommuting agreements, please see the Telecommuting website. If you have questions about the Telecommuting Policy, Telecommuting Agreement, or information on the website, please contact Human Resources at hr@uwgb.edu or (920) 465-2390.

Thank you for your commitment and service to UW-Green Bay!

T&TC – Employee/Manager Conversation Period Kicks Off This Week!

The Title and Total Compensation (T&TC) Project is a major UW System initiative which will update official job titles and associated standard job descriptions for most Academic Staff, University Staff, and Limited appointments. The project aims to match UW job titles, compensation, and benefits offerings to the labor market in order to better attract, reward, and retain employees. Your job duties and your pay are not changing as part of this project.

In the coming weeks, supervisors will be offering all in-scope employees an opportunity to review and discuss their proposed title and job description. On or after July 1st, your supervisor will send your proposed title along with a link to the title library (in which you can find the standard job description). This will happen at least 3 business days before any scheduled meeting. Please read through the job description and bring your questions to the meeting with your manager.

The period of employee/manager conversations will last from July 1, 2021 through September 10, 2021. All employees will be offered a meeting. If you would prefer not to have a meeting about this change, please respond to your manager via e-mail or decline the meeting request. A decline will serve as affirmation of your initial agreement with the title (please note that this will not limit your ability to appeal the title during the formal appeal period).

To prepare for this process, all employees are encouraged to utilize the following resources, which contain more information about T&TC and the employee-manager conversation process:

We are so excited to be at this point in the project! Please contact the Office of Human Resources and Workforce Diversity at hr@uwgb.edu or x2390 with any questions.

Welcome Pang Yang and HR Restructure

The Office of Human Resources and Workforce Diversity guides the efforts to recruit, develop, and retain faculty and staff members who meet the needs of a dynamic academic institution. We provide strategic planning, offer administrative services, promote employee needs, and facilitate organizational change.

In reviewing the University mission, strategic priorities, and internal and external environmental factors, it is clear that the HR office must make intentional strides to increase our impact across campus in areas such as digital transformation, data reporting/analysis, strategic partnership/change management, employee learning & development, and equity, diversity & inclusion (EDI). To advance in these areas, the HR Office will be undergoing the following restructure (to include filling a long-standing vacancy) effective June 28, 2021:

Welcome, Pang Yang

We are delighted to announce that Pang Yang has been appointed into a reimagined position of Talent Acquisition & Engagement Coordinator. This position will serve as a resource to foster an inclusive institutional culture and create and nurture authentic and intentional relationships with diverse communities both internal and external to UW-Green Bay. Specifically, Pang will provide coordination in areas such as recruitment, AA/EDI, orientation/onboarding, and employee engagement (including Wellness). Coming from a role in Graduate Studies (and previously Humanities), Pang brings to our office a vast knowledge of UW-Green Bay and the UW System, experience in recruitment and engagement, and a passion for equity, diversity, and inclusion. We are so excited to have Pang join our team!

Congratulations, Julie Flenz

Julie Flenz has been an HR Business Partner at UW-Green Bay since August of 2015, and has demonstrated expertise in employee support/engagement, recruitment, and retention. As part of the departmental restructure, Julie has been promoted to serve as the Talent Acquisition and Development Specialist. Her role will provide renewed emphasis on expanding our office’s impact in developing and facilitating relevant and timely learning and development opportunities for faculty and staff. Julie will also oversee institutional recruitment efforts as well as provide leadership for employee engagement activities.

Introducing Talent Management and Engagement Team

Julie Flenz, Pang Yang, and Megan Noltner will make up the newly-named Talent Management and Engagement Team. Megan Noltner will continue to lend her expertise in employee relations, policy, and compliance by serving as the Employee Relations and Compliance Specialist/Title IX Deputy Co-Coordinator. Megan’s role works collaboratively with stakeholders across the institution with respect to labor and employment relations issues, HR records retention, performance management, policy development and support, and retention initiatives. The Talent Management and Engagement Team is designed to serve as dynamic partners with internal and external stakeholders to recruit, retain, develop, and engage talent across the institution.

Introducing HR Systems and Total Rewards Team

To better align our office’s practices and processes with institutional strategic initiatives such as digital transformation and data-based decision making, Kimberly Sipiorski, Jenny Charapata, and Jolene Truckenbrod will make up the HR Systems and Total Rewards Team. This team will lead the HR Office’s efforts to streamline transactional processes, align institutional practices with UW System efforts to provide administrative efficiencies, and develop structures to report and analyze data related to the institution’s talent resources. This team will also be responsible for the administration of employee total rewards programs, which includes the experiences, career development, compensation, and benefits that allow employees to maximize their career, well-being, and financial success. The HR Systems and Total Rewards Team is designed to ensure that the systems and practices we use to support and compensate employees across the institution are intuitive, efficient, transparent, and effective.

For details about the roles of HR Staff, please see our HR Staff webpage. For those areas that work more frequently with specific HR Office personnel (i.e. dean assistants, administration, etc.), we will be providing additional information via email. Should you have questions related to this restructure, please do not hesitate to contact any of the HR Staff or the general contact information for the Office of Human Resources and Workforce Diversity (x2390 or hr@uwgb.edu).

2021 Supervisory Leadership Certificate Program Graduates

Congratulations to the 2021 graduates of the Supervisory Leadership Certificate Program!  The following UW-Green Bay employees have completed the certificate program during this past year:

    • Michael Bubolz
    • Kate LaCount
    • Mai Lo Lee

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. Participants progress through a program designed to build leadership skills and enhance the capabilities of their department with a program designed to advance careers!

If you are 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. If you have questions about the Supervisory Leadership Certificate Program, please see this blog post or contact Judy Price at pricej@uwgb.edu or (920) 366-8328.