Author: nashm

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.

You can now 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.

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.

UW-System is holding a Virtual Town Hall Meeting on November 15th at 12:00 p.m. Please see this blog post for more information about the town hall meeting.

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.

• Review of the draft titles and standard job descriptions is complete and are posted online! The job titles and standard job descriptions will remain in draft form until after employee-manager conversations, December 2019 through March 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:

• November 15: UW System will host a virtual town hall meeting.
• December, 2019 – March, 2019: Employee-manager conversations.
• Spring, 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:

• 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.

The University of Wisconsin System has embarked on a complete redesign of its current classification and compensation structure. The goal of the Title & Total Compensation Project is to modernize the existing title and compensation programs which will, in turn, attract and retain the best talent for the organization.

Initial job mapping has wrapped up on the UW-Green Bay campus, and the next step will be employee-manager conversations starting in December, 2019. To prepare for these conversations, the UW System has recently published the Standard Job Description Library. The library includes drafts of proposed standardized job titles and job descriptions for Academic Staff, University Staff, and Limited Appointees. The library is meant as a reference tool for employees, managers, and HR staff to use during employee-manager conversations which will begin in December (and last through Spring 2020).This library will continue to be updated based on feedback gathered through the employee-manager conversation period.

As a reminder, if you are interested in learning about the background and history of the project, current status, and additional information about the employee-manager conversations, please consider attending one of the November open forums, scheduled for:

• Wednesday, November 13, 2019 at 1:00 p.m. in the Christie Theatre
• Thursday, November 14, 2019 at 10:00 a.m. in the Christie Theatre
  • Skype available for the Thursday session – https://meet.linc.com/uwgb/bergs/5N2L9314

UW System has also published additional resources, including explainer videos and an eLearning module on their Resources page.

The University of Wisconsin System has embarked on a complete redesign of its current classification and compensation structure. The goal of the Title & Total Compensation Project is to modernize the existing title and compensation programs which will, in turn, attract and retain the best talent for the organization.

Initial job mapping is wrapping up on the UW-Green Bay campus, and the next step will be employee-manager conversations starting in December, 2019. During these meetings, employees will discuss their mapped title and associated standard job description with their manager. Employees will receive their proposed job title information prior to their meeting with their manager (likely in late November), and the full title library will also be posted publicly around this same time. Employee feedback and questions are appropriate, valid, and expected during these employee-manager conversations.

If you are interested in learning about the background and history of the project, current status, and additional information about the employee-manager conversations, please consider attending one of the November open forums, scheduled for:

• Wednesday, November 13, 2019 at 1:00 p.m. in the Christie Theatre
• Thursday, November 14, 2019 at 10:00 a.m. in the Christie Theatre
  • Skype available for the Thursday session – https://meet.lync.com/uwgb/bergs/5N2L9314

No need to RSVP, just mark your calendar to attend!  Please contact Human Resources at hr@uwgb.edu or ext. 2390 if you have any questions.

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

As a part of comprehensive communication efforts, UW System has recently released an eLearning module for employees and managers. Please click below to access the module, which will take about 30 minutes to complete:

To access available videos related to the T&TC Project, please see this blog post.

For up-to-date information about the Title & Total Compensation Project, please see the UW System Title & Total Compensation Project website and the UW-Green Bay October 2019 blog post.  Answers to frequently asked questions can be found on the UW System FAQ page.

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.

Initial job mapping has been completed on the UW-Green Bay campus, and the next step will be employee-manager conversations between December 1, 2019 and February 15, 2020. During these meetings, employees will discuss their updated job title and job description with their manager. Employees will receive their updated job title information prior to their meeting with their manager, and the full title library will also be posted publicly at this time. Employee feedback and questions are appropriate, valid, and expected during the Employee-Manager conversations.

To support managers in this process, HR is holding training sessions which will cover the following topics:

• Overview of the new title structure
• Process information and timeline
• Manager-specific resources
• Best practices for promoting effective employee-manager conversations

All managers who supervise academic staff and/or university staff employees are strongly encouraged to attend one of these sessions. The same information will be covered in each session:

• Monday, November 4 – 1:00-2:00 p.m. in the 1965 Room
• Wednesday, November 6 – 9:00-10:30 a.m. in the Alumni Room (UU 103)
• Wednesday, November 6 – 1:00-2:30 p.m. in the Christie Theatre
• Thursday, November 7 – 2:00-3:30 p.m. in the Christie Theatre

We will have a Skype option available for the Wednesday morning session. The link for that skype session will be sent out to Wednesday  morning registrants. Therefore, if you are planning to attend via skype, please register via the link below for the “Wednesday, November 6 – 9:00-10:00 a.m. in the Alumni Room (UU103)” session.

Please register here and indicate which session you will be attending. 

The Office of Human Resources will also be holding open forums for all employees on November 13th and 14th. Please watch the HR Connect blog for more information about the upcoming forums.

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.

Please click here for a new UW-System explainer video titled “What is a Standard Job Description”.

UW-System is holding Virtual Town Hall Meetings on October 24th, and November 15th. Please see this blog post for more information about the town hall meetings. A recording of the September 27th Town Hall Meeting can be found here.

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

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.

• Job mapping is taking place at the institutional level, where institution Human Resources offices will match each employee’s current job title to a new job title, using the job mapping workbook and consulting with division leaders. Work on job mapping will wrap up during October.

• Employees will discuss their updated job title and job description with their manager or HR representative between December 1, 2019 and February 15, 2020. Employees will receive their updated job title information prior to their meeting with their manager, and the full title library will also be posted publicly at this time. 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.

• Market in its simplest form is the places in which we are competing for talent. For some jobs, that means we are looking nationally to secure talent to fill a particular role, and in other jobs it is regionally or locally,

• 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 March 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. Right now, it is best to focus on the work being performed and the job alignment, rather than to look at compensation. 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:

• October 24 and November 15: UW System will host virtual town hall meetings.
• Late November, 2019: Job titles and standard job descriptions will be posted online in conjunction with employee-manager conversations.
• December 1, 2019 – February 15, 2019: Employee-manager meetings will be held. Managers will meet with employees to explain and verify the new job titles and job descriptions capture the work being performed.
• March 1, 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:

• UW-Green Bay Human Resources has been collaborating with divisional leaders to confirm position mapping within the new title structure.
• 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.

As the search committee begins the work of identifying a new chancellor for UW-Green Bay, you are invited to attend one or more of the listening sessions to be held on campus this week Wednesday, Oct. 2, 2019. The listening sessions will be administered by the chair of the search and screen committee, Regent Robert Atwell, and vice-chair of the committee, UW-Green Bay Prof. Michael Draney. All employees will have an opportunity to watch/listen via Skype. All sessions are open to the public. Feedback to the committee is welcome at this survey.

To Skype into any of the Green Bay Campus sessions use this link.

Session 1:  Faculty and staff focus
8:30 to 9:30 a.m.
Alumni Room (UU 103), Green Bay Campus

Session 2:  Student focus
9:45 to 10:45 a.m.
Alumni Room (UU 103), Green Bay Campus

Session 3:  Faculty and staff focus
10:45 to 11:45 a.m.
Alumni Room (UU 103, Green Bay Campus

Session 4:  Faculty, staff and student focus
2:45 to 3:45 p.m.
Wombat Room (2114), Sheboygan Campus

To Skype into the Sheboygan Campus session use this link.

These sessions provide an opportunity for members of the campuses and larger communities to offer thoughts and feedback as to the direction for the University’s next leader. Although forums are directed at particular stakeholder groups, all are open and all are welcome to attend any of the sessions. A Skype link is provided for those who cannot attend in person and the committee will take feedback from those who may not be able to attend via this survey.

The search for a new UW-Green Bay chancellor began with the announcement by the UW System Sept. 13, 2019. Please see the Board of Regents Protocol for the Chancellor Search & Screen Process for more information on the search committee selection process.