nashm – Page 2 – HR Connect

Interim Policy on Extension of Carryover for Vacation, Personal Holiday and Compensatory Time through June 30, 2021

The COVID-19 crisis has had a disruptive effect on employee schedules, including the ability to take planned time off. Some employees have vacation or personal holidays that must be used by June 30, 2020 or they risk forfeiting those benefits/paid time off entitlements. UW System has recently published SYS 1200- Interim 05, Vacation, Compensatory Time and Personal Holiday Carryover. This interim policy temporarily amends several policies related to the carryover of paid leave to allow employees the option of carrying over these leave balances for an additional year.

A. Vacation Time

For the duration of this interim policy, UW System Administrative Policy 1210, Vacation, Paid Leave Banks, and Vacation Cash Payouts, section 4.D.2 is amended to include new provisions, 4.D.2.c and 4.D.2.d, which read as follows:

“c. Notwithstanding section (b) above, any unused vacation time carried over from fiscal year 2019 into fiscal year 2020 may be carried forward one additional fiscal year. Vacation carried over in this manner must be utilized by June 30, 2021.

d. Notwithstanding any institutional policies to the contrary, any amount of unused vacation time earned in fiscal year 2020 may be carried over into fiscal year 2021. Vacation carried over under this section must be used by June 30, 2021.”

B. Personal Holidays

For the duration of this interim policy, UW System Administrative Policy 1211, Personal Holiday and Legal Holiday Administration, section 4.A.3.b is amended to include a new provision, 4.A.3.b.v, which reads as follows:

“v. Notwithstanding section (iii) above, any personal holiday hours earned in fiscal year 2020 may be carried over, without limitation, into fiscal year 2021. Hours carried over under this section must be used by June 30, 2021 or they will be lost.”

C. Compensatory Time

For the duration of this interim policy, UW System Administrative Policy 1277, Compensation, section 6.D.II.4 is amended with an additional bullet point, which reads as follows:

“- Compensatory time earned in calendar year 2019 which is unused as of April 30, 2020 shall be treated as though it were earned in calendar year 2020.”

For questions about the above policy changes, please contact the Office of Human Resources and Workforce Diversity at hr@uwgb.edu or (920) 465-2390.

Title & Total Compensation Project – Instructional Academic Staff Virtual Town Hall Meeting

The intent of the Title & Total Compensation Project is to modernize UW System’s title and compensation programs. The project will result in relevant and market-informed title and compensation structures to help the UW System attract, retain, engage, and motivate employees.

UW System is holding a Virtual Town Hall Meeting specific to Instructional Academic Staff on the following date:

- Thursday, March 12, 2020 from 12:15 – 1:00 p.m.

This town hall meeting will provide general information about the Title & Total Compensation Project, address topics specifically related to instructional academic staff, and allow participants to take part in a live Q&A session.

For more information and the link for the meeting, please visit www.wisconsin.edu/ohrwd/title-and-total-compensation-study.

2020-2021 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 16th 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.

Payroll and Benefits Specialist (Temporary Appointment)

This temporary position reports to the Assistant Director of Human Resources, and performs a variety of payroll, benefits, and human resource-related activities for UW-Green Bay’s Human Resources Office. This position will assist with interpreting and applying a wide variety of payroll and benefit rules and regulations affecting various employee classifications on campus.

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

To ensure consideration, please apply by Sunday, February 16, 2020.

Title & Total Compensation Project Update – January, 2020

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 project timeline has been extended to allow for a more in-depth quality assurance review. This extension ensures title applications will be more consistent across UW System.

You can search for UW System job titles through the Standard Job Description Library. The library includes the draft job titles and job descriptions for Academic Staff, University Staff, and Limited Appointees. The library is meant as a reference tool for employees and managers to use during conversations this winter, and will be updated based upon feedback through the employee-manager conversation period.

Please click here for resources published by UW System related to the Title & Total Compensation Project, including explainer videos, an eLearning module, town hall meeting replays, and a manager resource guide.

Recent UW System Updates:

Titles and Job Descriptions

- The project implementation timeline has been extended to allow for the review of Standard Job Description library feedback and to ensure the best job title and standard job description matches possible. The project is now expected to finish in Summer, 2020.
- Employees will discuss their updated job title and job description with their manager or HR representative between February, 2020 and April, 2020. Employees will receive their updated job title information prior to the conversation. Employee feedback and questions are appropriate, valid, and expected during the Employee-Manager conversations.
- In-scope employees will receive a formal notification letter with their new title in late spring, 2020 (after employee-manager conversations). The new titles will be effective July 1, 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

- A summary of the benefits analysis findings is available here
- Based on the Mercer benefits analysis and stakeholder input, the project team will recommend a long-term benefits strategy to enhance UW benefits offerings and help keep UW competitive within the market.

Compensation

- This project creates the foundation for a market informed UW System compensation structure. 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.
- The goal is to retain talent within the UW System and provide employees the ability to grow within the new Job Framework and compensation structure. Once a market-informed structure is created, the next question is how project data is used to address issues for current employees as well as in recruitment. The TTC Project allows us to gather the necessary title and compensation data so that we can look at solutions.
- After the title structure is finalized, the compensation structure can be finalized, which means that all job titles will have an updated salary range. More details will be forthcoming in late spring, 2020 about updated salary ranges. Introducing compensation before or during the title discussion may introduce unintentional bias for higher or lower titles. Managers will have no more info than employees on compensation. Managers will look at titles and job descriptions based on same amount of information as the employee.
- 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:

- February, 2020 – April, 2020: Employee-manager conversations.
- July, 2020: Job titles and job descriptions will go-live.

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:

In late fall, UW-Green Bay Human Resources held training for managers as well as campus updates for employees.
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.

Supervising for Success: Effective Management of the UW-Green Bay Workforce – 2020

UPDATE: Due to the uncertainties around the spread of COVID-19, we have decided to postpone this upcoming Supervisor for Success session. We will be looking at alternative dates and will provide an update as those determinations are made.

At the University of Wisconsin – Green Bay, we are committed to providing an excellent educational and workplace experience, characterized by innovation, transformation, and place. UW-Green Bay recognizes the impact that all supervisors have on the quality of work, level of productivity, and work attitude of the employees they direct. Supervisors contribute greatly towards the growth, loyalty, motivation, retention, team spirit, and development of employees who report to them.

Ongoing training of all UW-Green Bay supervisors is important. The University offers a program, Supervising for Success: Effective Management for the UW-Green Bay Workforce which assists both new and experienced leaders in developing skills that will help them maximize individual and team performance.

The next offering of this full, two-day session will be Wednesday, April 8, 2020 – Thursday, April 9, 2020 in the Alumni Room (UU 103). Topics that are included in this program include:

Legal issues for supervisors
Classifications, titling, and compensation
Governance structures
Creating a diverse and inclusive workplace
Recruitment and staffing
Orientation and onboarding
Employee offboarding
Performance review, evaluation, and employee development
Employee relations (conflict and discipline)
Change management
Communication, coaching, mentoring and motivation

If you are a current supervisor, and have not attended this program, please plan to attend.

Please click here to register.

UW-Green Bay also offers other leadership opportunities, including sponsoring employees for the Supervisory Leadership Certificate Program as part of a collaboration with Continuing Education and Community Engagement, and one employee per year for Leadership Green Bay through the Green Bay Area Chamber of Commerce. More information will be posted about Leadership Green Bay in an upcoming blog post. Please review these opportunities and if applicable, submit an interest form to your supervisor.

If you have questions about the program, please contact Human Resources at hr@uwgb.edu or (920)465-2390.

Counselor (75%)

The University of Wisconsin – Green Bay is recruiting for a 75% Counselor. This position will report to the Director of Counseling and Health, and will perform all the duties of a Professional Counselor related to direct and indirect mental health care of clientele according to the mission of Counseling and Health Services. This position is responsible for participating in campuswide education and outreach activities and responsibilities of this position will be conducted through the Counseling and Health Center.

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

To ensure consideration, please apply by Wednesday, January 8, 2020.

Title & Total Compensation Project Update – December, 2019

Recent UW System Updates:

Titles and Job Descriptions

The project implementation timeline has been extended to allow for more time to confirm the best job title and standard job description matches possible. The project will finish in Spring, 2020.
Employees will discuss their updated job title and job description with their manager or HR representative between December, 2019 and March, 2020. Employees will receive their updated job title information prior to the conversation. Employee feedback and questions are appropriate, valid, and expected during the 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

A summary of the benefits analysis findings is available here.

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

Compensation

This project creates the foundation for a market informed UW System compensation structure. 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.
The goal is to retain talent within the UW System and provide employees the ability to grow within the new Job Framework and compensation structure. Once a market-informed structure is created, the next question is how project data is used to address issues for current employees as well as in recruitment. The TTC Project allows us to gather the necessary title and compensation data so that we can look at solutions.
After the title structure is finalized in Spring 2020. the compensation structure can be finalized, which means that all job titles will have an updated salary range. More details will be forthcoming in March 2020 about updated salary ranges. Introducing compensation before or during the title discussion may introduce unintentional bias for higher or lower titles. Managers will have no more info than employees on compensation. Managers will look at titles and job descriptions based on same amount of information as the employee.
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:

December, 2019 – March, 2020: Employee-manager conversations.
Spring, 2020: Job titles and job descriptions will go-live.

UW-Green Bay Updates:

UW-Green Bay Human Resources has recently held training for managers as well as campus updates for employees.
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.

Lecturer & MSW Field Coordinator

The Department of Social Work at the University of Wisconsin-Green Bay invites applications for a Lecturer and MSW Field Coordinator. This is a nine-month academic year position with two weeks of summer work associated with Field Coordination duties. The position is primarily responsible for coordinating all aspects of the field component of the MSW curriculum and teaching courses in the BSW and MSW Programs. The program has a strong team emphasis which includes team teaching, offers a competency-based education with a strengths perspective, and takes a proactive stance valuing diverse and inclusive perspectives.

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

To ensure consideration, please apply by Sunday, January 19, 2020.

Data Reporting Specialist

This position reports to the Provost and Vice Chancellor for Academic Affairs and is responsible for managing complex data to support institutional research and academic planning. This position mines, compiles, organizes, and assesses data in order to provide accurate and timely information to leadership for strategic analysis and decision-making.

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

To ensure consideration, please apply by Friday, January 3, 2020.