Title & Total Compensation Project Videos

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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 see the October 2019 Update for the most up-to-date information about the Project.

UW System has recently released three explainer videos related to the revised title structure:

Standard Job Description video ad  Career Path video adJob Framework video ad

UW System will be holding a series of Town Hall Meetings. The next town hall meeting will be held on October 24, 2019 from 8:00 – 9:00 a.m. For more information and the link for the meetings, please visit the UW System T&TC Website.

Title & Total Compensation Update – October, 2019

https___www.wisconsin

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.

Reminder: Listening Sessions for the Chancellor Search are Wednesday, Oct. 2; Skype and Survey Links Listed

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.

 

Listening Sessions for the UW-Green Bay Chancellor Search are October 2, 2019

The search for a new UW-Green Bay chancellor has begun, with the announcement by the UW System on the finalization of the search committee on 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.

We now move onto the listening phase. As the committee begins the work of identifying a new leader for the University of Wisconsin-Green Bay, you are invited to attend one or more of the listening sessions to be held on campus next 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.

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. Please note forum dates and times. Although forums are directed at particular stakeholder groups, all are open and all are welcome to attend any of the sessions. A skype link will be available for those who cannot attend in person and we anticipate that the committee will take feedback from those who may not be able to attend via e-mail or survey. Those specific details will be announced on Monday via campus communications.

Session times are as follows:

Session 1              Faculty & 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 & staff focus

10:45 to 11:45 a.m., Alumni Room (UU 103, Green Bay Campus

Session 4              Faculty, staff & student focus

2:45 to 3:45 p.m., Wombat Room (2114), Sheboygan Campus

All four sessions will be skyped to all four campuses. Thank you for taking part in this important process.

 

Title & Total Compensation Project Update – September 2019

https___www.wisconsinThe 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.

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.

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

Managers and Division Leaders – would you like a poster for your area about Title & Total Compensation Project? Please print off this poster and showcase within your department!

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.

    • This step of job mapping will allow employees to discuss their updated job title and job description with people managers between December 1, 2019 and February 15, 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 preliminary finding of the Employee Preference Survey showed the most valued UW employee benefits include: pay, healthcare benefits, retirement plans, paid leave, job security, and job flexibility.

    • A preliminary finding of the Benefits Value Analysis showed the UW System provides competitive benefits offerings across both university and Wisconsin peer groups, especially in the areas of retirement savings and health insurance.

    • A summary of the benefits analysis findings will be available to employees in the fall of 2019, and were previewed in the open forum.

    • 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.

    • After the title structure is finalized in March 2020. the compensation structure can be finalized, which means that your job title will have an updates salary range. More details will be forthcoming in March 2020 about updated salary ranges.

    • 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:

  • September 27, October 24, and November 15: UW System will host virtual town hall meetings.
  • December 1, 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 begun the mapping process, and will be collaborating with divisional leaders in the coming weeks 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.

Title & Total Compensation Project – Virtual Town Hall Meetings

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The Title & Total Compensation Project will 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 maintain and grow our outstanding workforce.

UW System is holding Virtual Town Hall Meetings on the following dates/times:

  • September 27, 2019 from 3:00 – 4:00 p.m.
  • October 24, 2019 from 8:00 – 9:00 a.m.
  • November 15, 2019 from 12:00 – 1:00 p.m.

These town hall meetings will allow participants to:

  • Learn about the new job titles and job descriptions being created for UW System
  • Gain an understanding of the benefits of the project for career development
  • Learn about upcoming meetings between employees and managers to discuss changes
  • Hear about the results of the Employee Benefits Survey
  • Participate in a live Q&A session

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

Assistant Professor – Finance

The Austin E. Cofrin School of Business at the University of Wisconsin-Green Bay seeks applicants for a tenure-track position in Business Administration, specializing in Finance. The Austin E. Cofrin School of Business values university-level teaching experience, CFA or CFP designations, the ability to teach a variety of classes in the Finance curriculum, engagement in institutional, community, and professional service, and experience working in the world of business.

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

To ensure consideration, please apply by Sunday, October 13, 2019.

Board of Regents Protocol for the Chancellor Search & Screen Process

As announced in a memorandum to the university community on August 14, 2019, Chancellor Gary L. Miller has resigned his position as UW-Green Bay Chancellor effective September 30, 2019. In the coming months, a national search for UW-Green Bay’s next Chancellor will commence.

Regent Policy Document (RPD) 6-4 outlines the protocol determined by the Board of Regents for the selection of University of Wisconsin System senior leadership positions, including chancellors of UW institutions. This protocol was revised by the Board of Regents in 2017.  With those revisions, the upcoming Chancellor search process will be different than the 2014 search in areas such as chancellor qualifications and search and screen committee composition.

The following information from RPD 6-4 pertains to the recruitment and selection of institutional chancellors:

  • Special Regent Committee Composition:
1. Special Regent Committee Composition: Bookmark Anchor

President Cross will designate a Special Regent Committee consisting of not less than three nor more than five Regents to be involved in the selection process for a replacement.

  • Chancellor Qualifications:
2. Chancellor Qualifications: Bookmark Anchor

The Special Regent Committee shall work with the System President to produce a brief job description, taking into account the special characteristics of the institution at which the Chancellor would serve. The job description shall be inclusive and encourage applicants from various professional backgrounds and not require candidates for chancellor to have a terminal degree or the academic experience to be awarded tenure at the institution.

  • Search and Screen Committee Composition:
3. Search and Screen Committee Composition: Bookmark Anchor

The Search and Screen Committee shall be comprised of ten members, to include five Regents and five individuals knowledgeable of the duties and responsibilities of the position and broadly representative of the interests of the students, faculty, academic staff, university staff, administrators, community and friends of the institution and the interests of the UW System. The Regent President shall appoint five Regents to the Search and Screen Committee, and designate one of the Regents as chair.

The non-Regent members of the committee shall be appointed after the President consults with members of the institution’s governance groups and other members of the university community. The appoints shall include two faculty, one staff representative from the institution, one student, and one community and/or alumni member.

IT Project Manager

The individual in this position provides project management leadership and expertise, support and assistance in the area of project management for the Division of Information Technology. The individual is expected to have expertise in project management and be able to lead large scale IT projects for clients across the university. The working title for this position is Project Manager. This position reports to the Chief Information Officer.

The Project Manager coordinates and assists in gathering and organizing the extensive data and documentation in support of projects and special initiatives; performs in-depth analysis and trending of data to address project needs; performs statistical analysis; develops and maintains project-related dashboards, scorecards, and reports; tracks the completion of tasks to provide status and completion reports to stakeholders that relate to project goals; and tracks and analyzes specific project goals and milestones to help ensure projects are completed on time by utilizing established quality measures. The person in this role will work closely with Developers, IT technical staff, Security, IT Leaders, and various university clients and stakeholders.

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

To ensure consideration, please apply by Thursday, September 12, 2019.

Budget Director

Under the direction of the Vice Chancellor for Business and Finance, the Budget Director will provide effective leadership and direction over all policies, practices and procedures related to the development and management of the University’s strategic, capital and operating budgets, incentive based budget model and all related financial forecasts and planning. The position will act as a liaison with the University of Wisconsin System. The Budget Director oversees the daily activities of the University’s budget office, supervises office staff, and coordinates the efforts of divisional budget liaisons. The Budget Director is a strategic partner with various campus leaders, including the Provost, Vice Chancellors, divisional leaders and deans. This position will oversee the compilation, analysis and dissemination of information that provides decision support for the University’s leadership team, divisional leaders and others to contribute to sound decision-making and effectiveness in the planning and innovative management of the University’s assets and resources.

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

To ensure consideration, please apply by Monday, September 9, 2019.