Author: nashm

Proposed FY 2022 Pay Plan Information

Last spring, Governor Evers included a proposed 2021-2023 pay plan for UW System employees within the state budget, which would provide a base rate increase to all eligible employees of 2% in FY22 and 2% in FY23. At this time, the Joint Committee on Employment Relations (JCOER) has not yet voted on the pay plan. That group has final determination on the amount and timeline for pay plan distribution, and thus it is not finalized. However, as we have done in past years, we will be taking measures to prepare for a potential pay plan increase for eligible employees pending JCOER approval.

During the next month, we will be  determining which employees are eligible for pay plan under the UW-Green Bay Compensation and Pay Plan Policy. Eligible employees for the proposed FY 2022 pay plan include faculty, academic staff, limited, university staff, and university staff project appointments in ongoing positions with a budgeted FTE of 50% or greater. Pursuant to the UW-Green Bay Compensation and Pay Plan Policy and other publicized guidelines, the following list represents employees who would be ineligible for pay plan:

    1. Employees paid from provisional, non-budgeted salary lines, including all temporary appointments and positions less than 50% FTE.
    2. Employees represented by a collective bargaining agreement (CBA). Respective pay increases for pay plan will be negotiated separately through the CBA.
    3. Employees currently under a performance improvement plan.
    4. Employees deemed “unsatisfactory” or “does not meet expectations” in overall level of performance under their most recent performance evaluation.
    5. Ongoing employees with six-months of service or less as of the effective date of pay plan (start date after 6/30/2021)
    6. Employees who have not completed required campus compliance training. Required trainings include:
      • Harassment & Discrimination Prevention (Required every three years)
      • Checkpoint: Data Security & Privacy (Required annually)
      • Protect Children (EDU-WI) (One-time training required at time of hire)
      • Injury and Illness Prevention (EDU) (One-time training required at time of hire)
      • FERPA Basics (One-time training required at time of hire)
      • Touchstone: Tools for an Ethical Workplace (One-time training required at time of hire)
      • Campus Security Authority Training (for employees designated as Campus Security Authority (CSA) only)
    7. Supervisors who do not have completed, up to date evaluations on file for all of their direct reports. The evaluation periods to assess for FY 2021 pay plan are as follows:
      • University Staff: 1/1/2020 – 12/31/2020
      • Non-Instructional Academic Staff / Limited:  7/1/2020 – 6/30/2021
      • Faculty / Instructional Academic Staff: 2019/2020 Academic Year

In order to be eligible for the proposed pay plan, eligibility requirements (specifically the required trainings and performance evaluations) must be complete by November 30, 2021.

Human Resources will be assessing eligibility of employees. During the month of November, the HR Office will be sending reminders to employees and Dean/Division Leaders of any missing training and/or performance evaluation requirements. Please make sure to be looking out for these emails over the next month.

If you have questions about the proposed FY 2022 pay plan, please feel free to contact Human Resources at hr@uwgb.edu or (920) 465-2390.

Title & Total Compensation Project Update and Information Sessions – November 2021

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 (T&TC) is to modernize the existing title and compensation programs which will, in turn, attract and retain the best talent for the organization.

As announced last spring, the Title & Total Compensation (T&TC) Project implementation was delayed due to the COVID-19 pandemic, however we are moving forward with an implementation date of November 7, 2021. The UW-Green Bay Title & Total Compensation Website has been updated with the following anticipated timeline:

    • Very late October/early November: Formal notices of revised titles sent by UW System to in-scope employees
    • November 1, 2021: New pay ranges published by UW System on their website
    • First week of November, 2021: UW-Green Bay virtual sessions for employees regarding appeals process and new pay ranges (see below for more information)
    • November 7, 2021: Official go-live of the new title structure.
    • November 7, 2021: UW-Green Bay will formally publish the governance-reviewed (and leadership approved) updated Title Review Policy, Title Guidelines, IAS Guidelines, Title Appeal Guidelines, and associated forms.
    • November 7, 2021 – December 31, 2021: Appeals submission period for employees (all TTC appeals must be submitted by December 31, 2021)
    • January 1, 2022 – June 30, 2022: Appeals processing period. All appeals will be settled by June 30, 2022.

If you are interested in learning more about the Title & Total Compensation Project, please consider attending one of our upcoming virtual information sessions. At these sessions, we will provide an update regarding the project, an overview of the appeals process (including instructions for filling out the form, timelines, etc.), and a brief overview related to the new pay ranges.  Please see below for specific dates and times:

No need to RSVP, just mark your calendar to attend utilizing the links above! We will also be recording a session, which will be available on the HR Connect blog.

In addition, it is expected that UW System will be holding system-wide town halls related to the salary structure in mid-November. Information will be shared about those town halls with the campus community when available.

More details about the Title & Total Compensation Project will continue to be communicated to employees in the HR Connect weekly email newsletter, the HR Connect blog, and on the UW System Title & Total Compensation Project website.

On behalf of the campus project team and leadership, we would like to thank you for your support of these efforts, and look forward to the upcoming implementation!

Updated Telecommuting Website and Related Policies

The UW-Green Bay Telecommuting Website has been updated to add additional language related to Faculty and Instructional Academic Staff (IAS) telecommuting. Faculty and IAS inherently have significant flexibility in work arrangements due to their primary job responsibilities of teaching, scholarship, and/or service. Therefore, a telecommuting agreement is only necessary for faculty and IAS if it is reasonably expected that the employee’s sole worksite is elsewhere (i.e. the hired FA/IAS member is located outside of the state of Wisconsin). This applies to both ongoing FA/IAS and temporary IAS (i.e. Associate Lecturers). Additional information can be found on the UW-Green Bay Telecommuting Website and Telecommuting Policy.

In addition, the Office Hours and Institutional Closures Policy (HR 14-17-3) has been updated to better reflect practices which encompass both virtual and in-person workplaces. Additional information about how to apply this policy to individual departments can be found in the newly-created Remote Work Guidelines for Applying HR 14-17-3.

Should you have questions about the revised policies or the Telecommuting Website, please contact Human Resources at hr@uwgb.edu.

Chief of Police

UW-Green Bay invites qualified law enforcement leaders to apply for the position of Chief of Police. The Chief of Police reports to the CBO and Senior Vice Chancellor for Institutional Strategy, and provides comprehensive leadership to the UW-Green Bay Police Department. This position directs all police functions, operations, and strategy to ensure safety and security on all UW-Green Bay properties. The Chief of Police oversees personnel, budget, and strategic planning of the UW-Green Bay Police Department in an effort to promote campus safety, provide educational opportunities, and enhance engagement within the campus community. This position will act as the primary liaison between the UW-Green Bay Police Department and internal and external stakeholders. The Chief of Police will work to enhance and promote inclusivity and equity as crucial components in the pursuit of organizational excellence.

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

To ensure consideration, please apply by Sunday, October 17, 2021.

Front Desk and Mailroom Coordinator

This position reports to the Associate Director of Residence Life and assists in carrying out the mission and philosophy of the Housing and Residential Education.  Housing and Residential Education provides housing for approximately 2,000 students during the academic year and 2,000 guests during the summer months; and employs approximately 18 fulltime staff and 125 student employees.  Primary responsibilities include, but are not limited to:  a) managing information desk and student mailroom services; b) overseeing building and room access systems; and c) providing administrative services. This position reports to the Associate Director; and assumes additional responsibilities assigned by and makes recommendations to the Associate Director and Director.

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

To ensure consideration, please apply by Thursday September 23, 2021.

 

Bilingual Student Services Specialist

This position reports to the Green Bay One Stop Shop (GBOSS) Manager, and assists clients (i.e., enrolled and prospective students, parents, faculty, staff and the general public) with routine transactions and inquiries. This position will educate clients about university policies, procedures and resources, advise clients about alternative courses of action, and work collaboratively with other university offices and external agencies on behalf of clients to expedite problem resolution. Specialists respond proactively to phone, e-mail and in-person inquiries and transactional requests by clarifying the request, diagnosing the problem, researching the resolution, taking action on the request, and following up as appropriate. Specialists make recommendations on procedural and/or business practice improvements and help track customer service metrics to continuously improve student services and satisfaction.  Specialists perform all the duties of a Student Affairs professional, consistent with institutional, division, and departmental mission, vision and values.

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

To ensure consideration, please apply by Friday, October 10, 2021.

 

Title & Total Compensation Project – Supervisor Drop-In Sessions

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 current step in the implementation process is the employee/manager conversation period, which is taking place between July 1, 2021 and September 10, 2021.

Supervisors were provided information about employee-manager conversations within an email sent on June 25, 2021. As mentioned in that email, Human Resources will be holding drop-in sessions for supervisors who would like to ask questions about the process and network with other supervisors. These sessions will not be designed as presentations, but instead will be a space for collaborative conversation.

If interested, supervisors are welcome to join any of the below drop-in sessions:

    • Wednesday, July 21st from 2:00 – 3:00 p.m. via Teams
    • Wednesday, August 4th from 10:00 – 11:00 a.m. via Teams
    • Wednesday, August 18th from 2:00 – 3:00 p.m. via Teams

For more information about T&TC, please visit the UW-Green Bay Title & Total Compensation Project Website, where you can find presentation recordings, guidance documents, and FAQs. Please also feel free to contact the Office of Human Resources and Workforce Diversity at hr@uwgb.edu or x2390 with any questions.

Changes to Committee on Accessibility Issues Effective July 1st

As UW-Green Bay continues to enhance our efforts related to equity, diversity, and inclusivity, we wanted to share changes to our institutional Committee on Accessibility Issues. These changes are being made to better demonstrate our commitment to accessibility for our students, faculty, staff, and the greater community.

First, in an effort to align with the university’s commitment to inclusivity and supporting accessibility, the Committee will report to Dr. Corey King, Vice Chancellor for University Inclusivity & Student Affairs.

To strengthen our support for UW-Green Bay employees, Kimberly Sipiorski, HR System & Total Reward Manager/Employee ADA Coordinator, will Co-Chair the Committee with Lynn Niemi, Director of Student Accessibility Services starting on July 1, 2021. Theresa Mullen has stepped down from the Student ADA role & Co-Chair to pursue other opportunities.  We value the time and commitment Theresa has given to the University for the past three years.  Thank you, Theresa!

Effective July 1, 2021, Dr. King will serve as ADA Coordinator for students and guests to handle ADA grievances and appeals.  Melissa Nash, Director of Human Resources/Affirmative Action Officer will serve as the resource for employee ADA appeals.  Dr. Steve Meyer continues to act as the University’s Ombudsperson.

Lastly, the Committee has recommended that the entire campus recognize October as National Disability and Employment Awareness Month. We are asking that our campus partners, departments, and programmers help us recognize the importance of accessibility/disability during the month of October.  Please stay tuned for more information from the Committee as we get closer to the Fall.

These are exciting times.  Go Phoenix!

Dr. Corey King – Vice Chancellor for University Inclusivity & Student Affairs

Melissa Nash – Director of Human Resources / AA Officer

2nd Phase of HR Forms Moving onto BP Logix

In an effort to streamline processes and reduce our paper footprint, the Office of Human Resources and Workforce Diversity is partnering with the Division of Information Technology to transition many of our forms to BP Logix. Through BP Logix, standard HR forms can be completed and approved completely electronically.

To begin this transition, we are migrating forms that have historically gone through an approval process up to the Position Review Committee (PRC) for approval. This project will include the development and implementation of these PRC forms in three phases. The first phase (Alternative Work Schedule, Tuition Assistance, and Leave of Absence) went live on March 10, 2021. We are excited to announce that the second phase (to include the following forms) will go live today, July 8, 2021:

During the 3rd and final phase of this current project, the following forms will also be migrated:

    • Base Rate Adjustment
    • FTE Change Form
    • Title Review Request (will be delayed until T&TC implementation)

We expect Phase 3 forms to be published by the end of the summer. Links to all HR forms (including those that are in BP Logix) will continue to be found on the HR Forms page for easy access. BP Logix instruction guides have been created for both initiators and approvers.

If you have technical questions, problems logging in or getting access to a BP Logix form, please contact the help desk at (920) 465-2309 or helpdesk@uwgb.edu.

For questions or concerns regarding the form content, please contact Human Resources at (920) 465-2390 or hr@uwgb.edu.

 

 

Revised Telecommuting Policy and Website

The University of Wisconsin–Green Bay is committed to supporting telecommuting arrangements as much as possible when it is beneficial for both the employee and the institution. In addition, the University encourages supervisors and employees to think about flexible arrangements that can better support students and the mission of UW-Green Bay

Telecommuting provides greater flexibility to employees in balancing work and personal obligations, allows for creative space allocation on the campuses, and may improve employee satisfaction and retention rates. The UW System has recently published an updated UW System Administrative Policy 1228: Telecommuting to guide telecommuting arrangements for UW System institutions. Effective June 28, 2021, UW-Green Bay has also published a revised Telecommuting Policy, which outlines the University’s commitment to exploring flexible work options where reasonable, provides common definitions, and communicates telecommuting employee expectations. To support communication about this revised policy, the Office of Human Resources and Workforce Diversity has created a Telecommuting website, which includes helpful information for both supervisors and employees.

While there has been a significant amount of flexibility in documentation due to the COVID-19 pandemic, moving forward it is critical to ensure that any non-instructional employees who are telecommuting have the arrangement documented on a Telecommuting Agreement. Telecommuting agreements are approved on a case-by-case basis at the discretion of the employee’s supervisor consistent with the student-focused mission of the university and the needs of the respective unit/department. As we move into a more normal-looking academic year this fall, supervisors are expected to have a dialogue with eligible employees to determine if a telecommuting arrangement is applicable. Employees who will be in a telecommuting arrangement after the start of the 2021-2022 academic year must have a Telecommuting Agreement approved and on file by August 23, 2021.

Faculty and instructional academic staff (IAS) inherently have flexibility in work arrangements due to their primary job responsibilities of teaching, scholarship, and/or service. Therefore, a telecommuting agreement is only necessary for faculty and IAS if an employee-generated request for extraordinary time working off-campus is being made outside of the norm for the academic unit. Faculty and IAS are still responsible for ensuring the Telecommuting Expectations (as outlined in the UW-Green Bay Telecommuting Policy) are met when working at an alternative site.

For more information about telecommuting, including instructions for requesting and approving telecommuting agreements, please see the Telecommuting website. If you have questions about the Telecommuting Policy, Telecommuting Agreement, or information on the website, please contact Human Resources at hr@uwgb.edu or (920) 465-2390.

Thank you for your commitment and service to UW-Green Bay!