nashm – Page 13 – HR Connect

Program Coordinator for Outreach & Programming

This position reports to the Director of Career Services and is responsible for coordinating targeted outreach programs to student organizations and groups, teaching the Professional Skills course, and providing oversight and organization of the Career Closet. Candidate will perform all the appropriate duties of a professional in career development/services that are consistent with the philosophy, mission, and operating procedures of Career Services.

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

To ensure consideration, please apply by Thursday, June 13, 2019.

Title & Total Compensation Project Update – May, 2019

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

Recent UW System Updates:

UW System job titles and descriptions are being modernized. The goal is to have all UW System titles and job descriptions represent the work commonly done across the system. A new standardized job description format is being implemented that is concise, consistent, and aligns with the Job Framework. While this standardized job description format is simpler, it does not change daily tasks as currently assigned. Some titles used today may not change. New titles are being created for instances where (1) current job titles do not accurately describe the work being performed or (2) current titles do not match those in the market for comparable work.
Training is being developed for Fall 2019 to engage human resources staff, managers, and employees in conversations about the transition to the new, modernized and market-informed Job Framework. As a result of this transition, all UW System positions will be mapped to a Job Family, Job Sub-Family, and Standard Job Title and Description.

In the Queue:

Review and Revision of DRAFT Standard Job Descriptions, estimated completion: June 2019 (Q2)
Summary of Results for the Employee Benefits Preferences Survey, estimated completion: September 2019 (Q3)
Benefits Valuation Analysis, estimated completion: September 2019 (Q3)
Revised DRAFT Standard Job Descriptions, estimated completion: September 2019 (Q3)

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 reached out to leaders in the Library and Athletics to identify subject matter experts from those UWGB departments who will be a part of SJD revision teams. The Athletics team is currently working in collaboration with Madison/UW System, and the Library team has not yet begun their work
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.
The Office of Human Resources and Workforce Diversity keeps employees informed on project updates through their weekly HR Connect newsletter and HR Connect blog as well as presenting T&TC updates at monthly governance meetings.
The next T&TC open forums will likely be scheduled in late summer or early fall. Please watch the HR Connect newsletter and HR Connect blog for updates.

Financial Specialist Senior – Athletics

This position reports to the Associate Athletics Director for Finance and Human Resources, and will oversee all aspects and daily operations of the ordering, receiving, distribution, and accounting for equipment and apparel purchases with the corporate sponsorship/Adidas contract for the Athletics Department. This position will also assist with the Athletics Department financial operations including, but not limited to, expense reimbursements, accounts payable, accounts receivable, and purchasing card processing.

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

To ensure consideration, please apply by Tuesday, May 28, 2019.

Foundation Accounting Supervisor

This leadership position reports to the Vice Chancellor of Business and Finance and is responsible for preparing and maintaining accounting and financial reports for the University of Wisconsin Green Bay Foundation. This position works in collaboration with the Vice Chancellor for University Advancement and President of the Foundation, University Advancement staff and the Controller’s office to ensure accurate, reliable and timely processing and reporting of private dollar transactions. This position will be responsible for development and enforcement of sound internal controls, policies and procedures to ensure the financial integrity of all financial areas of the University of Wisconsin Green Bay Foundation. This position interfaces with the Foundation’s Treasurer and Board, outside accounting firm, and various financial institutions. As a member of the campus community for the University of Wisconsin Green Bay it is essential that this position supports and fosters a diverse, inclusive and civil community of faculty, staff and students. The position supervises and directs the work of the Manager of Analytics, Records and Research and the Gifts Coordinator in the Advancement business area.

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

To ensure consideration, please apply by Monday, May 27, 2019.

New Employee Resource Group, Woman’s Leadership Network, kicks-off May 15

Vice Chancellor for Business and Finance, Sheryl Van Gruensven, and Dean of the College of Health, Education, and Social Welfare, Susan Gallagher-Lepak, will co-lead a new employee resource group (ERG) – Woman’s Leadership Network. A kick-off meeting for the Woman’s Leadership Network ERG will be on May 15th, and attendees will learn about the mission and meeting format for the group, as well as plan for a summer book read.

Date: Wednesday, May 15th from 2:00 – 3:00 p.m.

Location: Alumni Room (103) in the University Union

The mission of the Woman’s Leadership Network ERG is to “connect, encourage, mentor, and help women advance in higher education and community organizations”. This ERG will be a space to talk about women in leadership (or aspiring to leadership), both opportunities and challenges.

For more information about the Woman’s Leadership Network ERG and other UW-Green Bay ERG’s, please visit the Employee Resource Group website.

Title & Total Compensation Project Update – April, 2019

Recent UW System Updates:

The Advisory Council for the TTC Project transitioned to system-wide Joint Governance, effective March 1, 2019. The reconfiguration of the Advisory Council incorporates representation from all UW stakeholder institutions, which supports the project goals of (1) enhancing communication; (2) broadening outreach efforts; (3) better supporting institution’s project teams; (4) deepening interest in and awareness of the project by UW employees; and (5) providing change management leadership for institutions and employees.
Collaborative Standard Job Description Review and Revision Teams started their work on Tuesday, March 26th. The success of the HR Pilot Review Team earlier this month helped shape the structure and content of the kick-off training and working meeting. Review teams made up of two UW System and two UW-Madison members will work together to process all of the feedback received from the previous round of Subject Matter Expert review.
Revised DRAFT Standard Job Descriptions will be posted online in late (calendar year) Quarter Three. As part of an implementation strategy focused around employee engagement, the Project Team will post the revised DRAFT Standard Job Descriptions online. The details of this engagement strategy and socialization process are currently in progress.

In the Queue:

Review and Revision of DRAFT Standard Job Descriptions, estimated completion: June 2019 (Q2)
Summary of Results for the Employee Benefits Preferences Survey, estimated completion: September 2019 (Q3)
Benefits Valuation Analysis, estimated completion: September 2019 (Q3)
Revised DRAFT Standard Job Descriptions Posted, estimated completion: September 2019 (Q3)

UW-Green Bay Updates:

UW-Green Bay HR has reached out to leaders in the Library and Athletics to identify subject matter experts from those UWGB departments who will be a part of SJD revision teams.
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.
The Office of Human Resources and Workforce Diversity keeps employees informed on project updates through their weekly HR Connect newsletter and HR Connect blog as well as presenting T&TC updates at monthly governance meetings.
The next T&TC open forums will likely be scheduled in early fall. Please watch the HR Connect newsletter and HR Connect blog for updates.

Title & Total Compensation Project Update – March, 2019

Recent UW System Updates:

The Advisory Council for the TTC Project transitioned to system-wide Joint Governance, effective March 1, 2019. The reconfiguration of the Advisory Council incorporates representation from all UW stakeholder institutions, which supports the project goals of (1) enhancing communication; (2) broadening outreach efforts; (3) better supporting institution’s project teams; (4) deepening interest in and awareness of the project by UW employees; and (5) providing change management leadership for institutions and employees.
UW-Madison and UW System Administration drafted a strategic communication plan that will structure outreach and communication efforts. The plan identifies target audiences and specifies communication goals, objectives, and tactics aimed at increasing awareness and understanding of the TTC project among all employees.
During the months of December, 2018 through February, 2019, Subject Matter Experts at the institutions reviewed drafted Standard Job Descriptions and provided initial feedback. A methodology has been developed to aggregate, prioritize, and incorporate Subject Matter Expert (SME) feedback for Standard Job Descriptions (SJDs). SJD revision teams will use quantitative Likert scale and qualitative written feedback to revise SJDs. All feedback will be reviewed and considered. Trainings for the revision teams and an updated timeline for this review and revision process are in development.

UW-Green Bay Updates:

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.
The Office of Human Resources and Workforce Diversity keeps employees informed on project updates through their weekly HR Connect newsletter and HR Connect blog as well as presenting T&TC updates at monthly governance meetings.
The next T&TC open forums will likely be scheduled in late spring. Please watch the HR Connect newsletter and HR Connect blog for updates.

Dean of the Austin E. Cofrin School of Business

The Dean of the Austin E. Cofrin School of Business provides academic and administrative leadership for and oversight over all School of Business programs. The Austin E. Cofrin School of Business is a community of teachers, scholars, and learners dedicated to advancing the economic prosperity and entrepreneurial spirit of northeastern Wisconsin through partnership, impactful research, and quality educational programing. The Dean is responsible for budget, personnel, curriculum, and strategic planning for the School. The Dean is expected to work professionally with diverse external and internal constituencies to promote the University and the mission of the School of Business. The Dean will work in a collaborative fashion on matters of mutual concern with the Deans of the College of Health, Education and Social Welfare; the College of Science, Engineering and Technology; and the College of Arts, Humanities and Social Sciences. The Dean reports to the Provost and Vice Chancellor for Academic Affairs and serves on the Provost’s Administrative Council.

The Dean will inspire and lead the Austin E. Cofrin School of Business through the AACSB accreditation process. The business school is expected to grow significantly as its academic programs, and scholarship align with key economic and business sectors of Northeast Wisconsin. The Dean will develop a vigorous program of external networking with business including establishing partnerships to connect the Cofrin School of Business to the local and regional economy.

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

To ensure consideration, please submit application materials by Tuesday, April 2, 2019. Position will remain posted until filled.

2019-2020 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 class 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 Monday, March 11th 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.

Implementation of Implicit Bias Training for Recruitment Panel/Committee Members

With direction and support from the Chancellor’s Council for Diversity and Inclusive Excellence, an online training has been developed related to mitigating implicit bias within the recruitment process. This is a great step forward in helping to mitigate bias (both intentional and unintentional) from the evaluation of applicants to ensure that no individual receives advantage or disadvantage based upon a protected status.

This training has been designed for participants in UW-Green Bay recruitments, including recruitment chairs and committee/panel members. Moving forward, all committee/panel members must successfully complete this training prior to gaining access to applicant materials in TAM. Information about accessing the training will be shared with recruitment chairs and their panels/committees as those members are identified during the recruitment process.

This new training requirement will be effective for any recruitments approved to move forward by Position Review Committee starting the week of February 4th, 2019. However, if you are participating in a recruitment which is ongoing and would like to take the training, or would like to take the training in anticipation of being involved in a recruitment in the future, you are welcome to do so by contacting Melissa Nash at nashm@uwgb.edu to receive enrollment information.

If you have questions about the implementation of this training, please feel free to contact the Office of Human Resources and Workforce Diversity at hr@uwgb.edu.