Workforce Wide Furlough Plan for July 1, 2020 – December 31, 2020

Commencing July 1, 2020 and continuing through December 31, 2020, the University of Wisconsin-Green Bay will implement workforce-wide furloughs for ongoing employees (not otherwise exempt) for the purpose of reducing overall institutional expenses in anticipation of reduced program revenue and loss of state funding.

Eligible employees will be furloughed November 27, 2020 (Day after Thanksgiving) and all campus locations will be closed for business on that date. In addition to that day, eligible employees will be required to take additional days of intermittent furlough between July 1, 2020 and December 30, 2020, with the number of furlough days based upon base annual salary as outlined within the Workforce-Wide Furlough Plan.

Individual notices outlining furlough allocations will be delivered to employees via email tomorrow, June 19, 2020. Employees currently on consecutive furlough will also receive that notice via postal mail.

For more information about the FY21 Workforce-Wide Furlough Program including process, timeline, and exemptions, please see the Workforce-Wide Furlough Plan.

UW-Green Bay Employee Workplace Expectations for July 1, 2020 – August 31, 2020

Due to the COVID-19 Event, UW-Green Bay has restricted access to campuses for the public, staff, faculty, and students.  Consistent with Chancellor Alexander’s communication on June 15, 2020, the University will allow access to campus buildings from 7:00 a.m. to 6:00 p.m., Monday through Friday starting July 1, 2020.  Access will be permitted for employees, students, and members of the public transacting University business.

All employees will be allowed to return to their work areas during the above listed times, but will be required to adhere to the established Employee Workplace Expectations which are set forth in the linked document.  These expectations have been established to protect both employees and members of the public who access University facilities.  Please carefully review the attached, and confirm your receipt and understanding by completing this electronic acknowledgment form.  Employees will not be permitted to return to campus on or after July 1, 2020 until the acknowledgment is completed.

The University continues to encourage all employees to work remotely so long as they wish to do so and are able to perform their assigned work in a remote environment.  Prior to returning to your work area, please advise your supervisor of your desire to return so they can appropriately establish staffing as well as secure the necessary safety materials for your office space.  If you have been requested to return to work and do not feel comfortable doing so, please advise your supervisor who can work with Human Resources to resolve the issue.

If you have any questions about the attached documents, provisions of safety materials, or other concerns, please contact Human Resources at for assistance.

Impact Leadership Program – Seeking Applications


The Impact Leadership Program recognizes the critical role of UW-Green Bay employees in preparing the institution to serve as a model for the University of the Future. As an institution of higher learning, we recognize that great leaders are the result of great talent, great educations, and great organizational culture. In the spirit of this vision, the Office of Human Resources and Workforce Diversity and the Austin E. Cofrin School of Business are collaborating to offer the Impact Leadership Program to support one university employee interested in completing the Cofrin School of Business’ executive Impact MBA program.

Employees are encouraged to review the Impact Leadership Program Guidelines for more information about eligibility and process for application. Interested employees must return the Impact Leadership Program Interest Form to their Area Leader no later than Friday, July 3, 2020. For questions about the Impact Leadership Program interest form submission process, please contact

APPLY NOW: SpeakOut Summer Institute

The UW-Green Bay Council on Equity, Diversity, and Inclusive Excellence, and the Office of the Provost, wish to share an opportunity to attend SpeakOut’s Summer Institute, a virtual institute on building equity and social justice education to create inclusive learning environments on campus and online. As people nationwide demand systemic change, and as campuses adapt to the impact of the pandemic, UW-Green Bay asks how those of us working in the arena of higher education can transform our institutions and learning environments.

Monday, July 13, 2020, 12pm – 3:00pm (CT)
Tuesday, July 14, 2020, 12pm – 2:30pm (CT)
Wednesday, July 15, 2020, 12pm – 2:30pm (CT)
Thursday, July 16, 2020, 12pm – 2:30pm (CT)

What You’ll Learn:
• Pedagogy/Theory: Education for wholeness, social justice, and liberation
• Capacity-Building: Faculty and staff development that strengthens leadership and sustainability
• Equity in a Digital Age: Tools for inclusive and accessible online learning
• Institutional Strategies: How to implement equitable education and social change
• Intercultural Frameworks: Culturally-responsive models and ideas that foster rich, meaningful dialogue and collaboration
• Student Development: Provide student access to knowledge that transforms their sense of self and what they can do in the world

This opportunity is open to all UW-Green Bay faculty and staff.  We want to support a broad representation of all areas within the university.

To learn more visit: SpeakOut Summer Institute

UW-Green Bay Council on Equity, Diversity, and Inclusive Excellence and the Office of the Provost wish to send a large, representative group of staff and faculty to the institute. We will follow up with all interested employees shortly after the survey closes.   If you would like to be considered, please fill out the following Qualtrics survey.

Be sure to complete the sign-up form by 06-22-2020: Apply to attend SpeakOut’s Summer Institute

For additional questions, please contact the Provost Office at

Out of Office Email and Voicemail Messages for Employees on Furlough

During an employee’s furlough period, they are not permitted to engage in any work, including responding to emails or voicemails.  To ensure that it is clear that an employee is unavailable, we ask that employees change their out of office notification during their furlough period on both their email and voicemail account. It is requested that both of these messages include information on how to make contact with the operational area in the event that an individual needs immediate assistance. An employee does not have to disclose that they are on furlough during this period of time, but they also are not prohibited from doing so.  The Office of Human Resources has published template messages which can be used for out of office email and voicemail messages while an employee is on furlough:


Hello.  I am out of the office and unavailable to respond to email between the dates of ____________________, 2020 and ____________________, 2020.  If this matter is in need of immediate assistance, please email _____________________ or call (920) 465-___________ and someone will be able to provide support.  I will respond to emails as I am able once I return to the office.


Hello, I am unable to take your call at this time.  I will be out of the office and unavailable to respond to messages between the dates of _________________ and ________________.  If this matter is in need of immediate assistance, please call (920) 465-____________ to speak to someone who may help you.  Thank you.

For information about configuring out of office email replies in Outlook, please see Knowledge Base Article 84308. For information about accessing your VOIP voicemail box to configure an out of office voicemail greeting, please see Knowledge Base Article 98717.



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 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


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 for more information about this program.

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


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.


    • 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.


    • 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.