Author: nashm

IT Project Manager

The individual in this position provides project management leadership and expertise, support and assistance in the area of project management for the Division of Information Technology. The individual is expected to have expertise in project management and be able to lead large scale IT projects for clients across the university. The working title for this position is Project Manager. This position reports to the Chief Information Officer.

The Project Manager coordinates and assists in gathering and organizing the extensive data and documentation in support of projects and special initiatives; performs in-depth analysis and trending of data to address project needs; performs statistical analysis; develops and maintains project-related dashboards, scorecards, and reports; tracks the completion of tasks to provide status and completion reports to stakeholders that relate to project goals; and tracks and analyzes specific project goals and milestones to help ensure projects are completed on time by utilizing established quality measures. The person in this role will work closely with Developers, IT technical staff, Security, IT Leaders, and various university clients and stakeholders.

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

To ensure consideration, please apply by Thursday, September 12, 2019.

Budget Director

Under the direction of the Vice Chancellor for Business and Finance, the Budget Director will provide effective leadership and direction over all policies, practices and procedures related to the development and management of the University’s strategic, capital and operating budgets, incentive based budget model and all related financial forecasts and planning. The position will act as a liaison with the University of Wisconsin System. The Budget Director oversees the daily activities of the University’s budget office, supervises office staff, and coordinates the efforts of divisional budget liaisons. The Budget Director is a strategic partner with various campus leaders, including the Provost, Vice Chancellors, divisional leaders and deans. This position will oversee the compilation, analysis and dissemination of information that provides decision support for the University’s leadership team, divisional leaders and others to contribute to sound decision-making and effectiveness in the planning and innovative management of the University’s assets and resources.

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

To ensure consideration, please apply by Monday, September 9, 2019.

Police Sergeant (Two Vacancies) – Open to UW System Employees Only

The UW-Green Bay Police department is recruiting for two Police Sergeants, who will directly report to the Chief of Police. Applicants will be considered for both positions.

These positions include the following responsibilities:

Administrative Sergeant: The primary responsibility of Administrative Sergeant is to be responsible for administration of parking operations, police office personnel, advanced investigations, day shift police officers, and specialized police equipment and technology. Due to the size of the Department, the Sergeant must, in addition to supervising duties, frequently perform the same tasks as subordinates including police services associate and police patrol functions to maintain shift coverage during vacancies. During day shift hours, the Administrative Sergeant is a secondary leadership position for the Chief of Police, and functions as the second highest-ranking Police Official on campus and is expected to make most decisions without consulting a higher authority. Also, due to the decision-making nature of the job, the Sergeant must be prepared to give immediate assistance to the public by making decisions for the University that may be only vaguely related to law enforcement.

Operations Sergeant: The primary responsibility of Operations Sergeant is to be responsible for patrol supervision, the field training program, department training, and scheduling. Due to the size of the Department, the Sergeant must, in addition to supervising duties, frequently perform the same tasks as subordinates including providing police patrol functions to maintain shift coverage during vacancies. During night shift hours, the Operations Sergeant is the highest ranking Police Official on campus and is expected to make most decisions without consulting a higher authority. Also, due to the decision-making nature of the job, the Sergeant must be prepared to give immediate assistance to the public by making decisions for the University that may be only vaguely related to law enforcement.

THESE POSITIONS ARE CURRENTLY OPEN TO UW SYSTEM EMPLOYEES ONLY.

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

To ensure consideration, please submit application materials by Saturday, August 24, 2019.

Title & Total Compensation Project Update – August, 2019

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

Recently, the Office of Human Resources and Workforce Diversity held open forums for employees and managers. To view the open forum presentation, please click here.

For Title & Total Compensation Project background information related to job titles, job descriptions, compensation, and benefits, please see this August, 2019 updated handout.

Managers and Division Leaders – would you like a poster for your area about Title & Total Compensation Project? Please print off this poster and showcase within your department!

Recent UW System Updates:

Titles and Job Descriptions

    • Review of the draft titles and standard job descriptions is complete! The job titles and standard job descriptions will remain in draft form until after employee-manager conversations December 1, 2019 through February 15, 2020.

    • The next step is job mapping. UW System Human Resources will provide a proposed match for each current job title to an updated job title and job description. Job mapping will then take place at the institutional level where UW-Green Bay human resources will work with divisional leaders to match each employee’s current job title to a new job title, utilizing the job mapping crosswalk. Work on job mapping will wrap up during the fall of 2019.

    • Job mapping will lead to a process of discussions where employees will review their updated job title and standard job description with managers during winter 2019-2020. Compensation will not be discussed during these 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

    • UW partnered with Mercer Consulting to compare UW benefits to what other employers with similar workforces are offering.

    • A summary of the benefits analysis preliminary findings will be available to employees in the fall of 2019.

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

    • Changes to current benefits offerings are out of scope of this project and subject to Board of Regents and legislature reviews and approvals.

Compensation

    • This project creates the foundation for a market informed UW compensation structure for leadership to identify compensation issues and advocate for employees, but does not directly address compensation issues.

    • After the title structure is finalized in March 2020. the compensation structure can be finalized, which means that job titles will have updated salary ranges. More details will be forthcoming in March 2020 about updated salary range. 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.

    • 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:

  • Summary of Results for the Employee Benefits Preferences Survey & Benefits Value Analysis, estimated completion: September 2019 (Q3)
  • Proposed Titles and Standard Job Descriptions Posted Online, estimated completion: December 2019 (Q3)
  • Titles and Standard Job Descriptions Implementation, estimated completion: March 2020 (Q1)

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 HR has started conversations with University Staff and Academic Staff governance groups related to a potential appeals process for title determinations.
  • 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. A listing of members of the UW-Green Bay institutional T&TC project team can be found here.

Adjunct Instructor – Finance

The University of Wisconsin-Green Bay, Austin E. Cofrin School of Business, is currently seeking an instructor to teach Corporation Finance, the introductory course in Finance required of all Accounting and Business Administration majors and minors.
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

Adjunct Instructor – Statistics

The University of Wisconsin-Green Bay, Austin E. Cofrin School of Business, is currently seeking an instructor to teach Business Statistics, one of two alternative courses all Accounting and Business Administration majors may take to satisfy their statistics requirement.

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.

Supervisory Leadership Certificate Program

The University of Wisconsin-Green Bay is pleased to continue a certification opportunity for UW-Green Bay supervisors. The Supervisory Leadership Certificate Program for UW-Green Bay supervisors is a collaboration between Continuing Education and Community Engagement and UW-Green Bay Office of Human Resources and Workforce Diversity. The program is designed to help supervisors build leadership skills, invest in their employees and advance their department. Participants will have three years to complete the program, and can select elective topics that meet their needs and move their careers forward. Each semester, five supervisors will be selected to begin this program.

Approximately $500 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.

To earn the UW-Green Bay Supervisory Leadership Certificate participants must:

• Complete two core courses (two days each)

• Complete eight elective courses (one day each)

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 August 22nd.  Forms will be forwarded to the Position Review Committee for consideration, and decisions made on attendees will be communicated to employees and supervisors in early September.

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

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

Title & Total Compensation Project Update – July 2019

https___www.wisconsinThe 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 will be to develop new systems that will enable institutions to continue to attract and retain the best talent.

For Title & Total Compensation Project background information related to job titles, job descriptions, compensation, and benefits, please see this handout.

Managers and Division Leaders – would you like a poster for your area about Title & Total Compensation Project? Please print off this poster and showcase within your department!

Recent UW System Updates:

Titles and Job Descriptions

    • Review of the draft titles and standard job descriptions is complete! The job titles and standard job descriptions will remain in draft form until after employee-manager conversations this winter 2019-2020.

    • The next step is job mapping. Work on job mapping will wrap up during the fall of 2019.

    • Job mapping will lead to a process of discussions where employees will review their updated job title and standard job description with managers during winter 2019-2020.

    • 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

    • UW partnered with Mercer Consulting to compare UW benefits to what other employers with similar workforces are offering.

    • A summary of the benefits analysis preliminary findings will be available to employees in the fall of 2019.

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

    • Changes to current benefits offerings are out of scope of this project and subject to Board of Regents and legislature reviews and approvals.

Compensation

    • This project creates the foundation for a market informed UW compensation structure for leadership to identify compensation issues and advocate for employees, but does not directly address compensation issues.

    • 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.

In the Queue:

  • Summary of Results for the Employee Benefits Preferences Survey & Benefits Value Analysis, estimated completion: September 2019 (Q3)
  • Proposed Titles and Standard Job Descriptions Posted Online, estimated completion: December 2019 (Q3)
  • Titles and Standard Job Descriptions Implementation, estimated completion: March 2020 (Q1)

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:

  • Open Forums will take place in August. Please see this blog post for more information about open forums.
  • UW-Green Bay HR has started conversations with University Staff and Academic Staff governance groups related to a potential appeals process for title determinations.
  • 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. A listing of members of the UW-Green Bay institutional T&TC project team can be found here.

Associate Vice Chancellor for Graduate Studies

The Associate Vice Chancellor for Graduate Studies reports to the Provost and Vice Chancellor for Academic Affairs, and is expected to provide effective and impactful leadership for Graduate Studies and the Office of Grants and Research.

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

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