2020 Summer Leave Reports

As we begin the summer pay periods, please remember that leave-eligible, nine-month employees who are employed in either a Summer Session or Summer Service appointment are required to complete a Summer Leave Report, even if no leave was taken during this time period.

Summer Leave Reports are submitted online through the My UW Portal. Launch the Time and Absence app and click on the tab: Summer Appt. Leave Reporting.

Click here for detailed instructions on how to enter leave for the summer.

Summer Leave Reports need to be submitted online by Friday, September 4, 2020.

As a reminder, failure to complete the summer leave report will result in a sick leave reduction.

Please contact our office at payrollandbenefits@uwgb.edu or (920) 465-2390 if you have any questions.

University Staff Performance Evaluations

The new year is upon us, and with it begins the University Staff performance evaluation process for the evaluation period of January 1, 2019 – December 31, 2019. As a supervisor, it is your role to initiate the annual review process with University Staff who report to you.

Annual performance evaluations are a key component to employee performance and development and provide employees and their supervisors an opportunity to discuss job performance, set goals for professional development, establish objectives for contributing to the department’s mission, and discuss expectations and accomplishments.

Please review the presentation on Managing and Evaluating Employee Performance to familiarize yourself with this process and your responsibilities. If you would prefer an in-person training session on this topic, please contact hr@uwgb.edu.

Resources:

In line with UW System compensation guidelines and the UW-Green Bay Compensation and Pay Plan Policy, all compensation adjustments must be based upon merit and employee performance. Therefore, any future pay adjustments, including base rate adjustments and Board of Regents approved pay plan, will be contingent upon satisfactory performance. In addition, supervisors must have up-to-date, documented performance evaluations on file for all direct reports in order to receive pay adjustments.

In an effort to facilitate timely completion, evaluations are due by Friday, March 20, 2020.

Please note that annual performance evaluations are not required for individuals who have had a probationary review on or after July 1, 2019, or for new employees that have been hired since this date. Contact Human Resources if you have any questions about the University Staff performance evaluation process.

Reminder: Performance Evaluations- Non-Instructional Academic Staff & Limited Employees

Completed evaluations were to be submitted to the area leader’s office by Friday, August 30, 2019.

Annual performance evaluations are a key component to employee performance and development.  The objectives of annual performance evaluations are to provide all employees and their supervisors an opportunity to:

  • Discuss job performance
  • Set goals for professional development
  • Establish objectives for contributing to the department’s mission
  • Discuss expectations and accomplishments
  • Discuss career progression eligibility

Non-instructional academic staff and limited employees and their supervisors should begin the performance evaluation process for the prior fiscal year (July 1, 2018 – June 30, 2019) as soon as possible. Please follow the procedure outlined on the Performance Evaluation Narrative Form. Please note – An annual performance evaluation is not required for individuals hired after July 1, 2018 if a six-month evaluation has already been completed.

Part of the performance review process should be a discussion regarding changes in position responsibilities, appropriateness of the assigned title, and the eligibility towards career progression if employees are in a progression series title.

Per the UW-Green Bay Compensation and Pay Plan Policy, compensation adjustments must be based upon merit and employee performance.  Therefore, any future pay adjustments will be contingent upon satisfactory performance.

If you are interested in receiving training related to performance evaluations, career progression and title change, and/or academic staff contracts, or have any questions regarding these processes, please contact hr@uwgb.edu or (920) 465-2390.

Integration of UPS Policies into UW System Administrative Policy Series

The University Personnel Systems (UPS) policies have been successfully integrated into the UW System Administrative (SYS) policy framework .What was previously UPS policies has become the 1200 series in the SYS policy set. The goal of the reorganization was to make all system wide policies more accessible by housing them in one place. This process resulted in no substantive changes to the policies, and the UPS/1200 policies will continue to apply to all UW Institutions. The 1200 series is now live. Between July 2019 and July 2020, the links to the UPS policies will redirect to the new 1200 series. The Office of Human Resources and Workforce Diversity will continue working to ensure all UPS policy references are updated prior to the July 2020 expiration date.

Please contact Human Resources at hr@uwgb.edu or ext. 2390 if you have any questions.

 

Performance Evaluations – Non-Instructional Academic Staff & Limited Employees

Annual performance evaluations are a key component to employee performance and development.  The objectives of annual performance evaluations are to provide all employees and their supervisors an opportunity to:

  • Discuss job performance
  • Set goals for professional development
  • Establish objectives for contributing to the department’s mission
  • Discuss expectations and accomplishments
  • Discuss career progression eligibility

Non-instructional academic staff and limited employees and their supervisors should begin the performance evaluation process for the prior fiscal year (July 1, 2018 – June 30, 2019) as soon as possible. Please follow the procedure outlined on the Performance Evaluation Narrative Form, submitting the completed evaluation to the area leader’s office no later than Friday, August 30, 2019. Please note – An annual performance evaluation is not required for individuals hired after July 1, 2018 if a six-month evaluation has already been completed.

Part of the performance review process should be a discussion regarding changes in position responsibilities, appropriateness of the assigned title, and the eligibility towards career progression if employees are in a progression series title.

Per the UW-Green Bay Compensation and Pay Plan Policy, compensation adjustments must be based upon merit and employee performance.  Therefore, any future pay adjustments will be contingent upon satisfactory performance.

If you are interested in receiving training related to performance evaluations, career progression and title change, and/or academic staff contracts, or have any questions regarding these processes, please contact hr@uwgb.edu or (920) 465-2390.

New Requirement for Supervisors Providing Reference Checks

The University of Wisconsin System has recently made a change to Operational Policy TC1: Recruitment Policies as of January 1, 2019 that affects all supervisors when providing a reference for either a current or former employee. The policy indicates that an employee is defined as an individual who holds a faculty, academic staff, university staff or limited appointment with the institution. This policy does not apply to student employees or graduate assistants.

In accordance with this policy, if a supervisor or agent of management is contacted by a potential employer for a reference check of a current or former employee, the supervisor or agent must notify the potential employer of the appropriate UWGB contact for any questions regarding that employee’s misconduct (including any violation of sexual violence or sexual harassment policies), even if the potential employer does not specifically ask.

To satisfy the new requirements, UW System now requires the use of a disclaimer by the supervisor or agent responding to a reference check. The disclaimer can be disclosed either at the beginning or the end of the reference check, as long as the potential employer has been notified of the option to obtain information regarding any misconduct. We recommend using the following disclaimer:

“All questions related to employee misconduct including sexual misconduct are addressed only by our human resources department, which can be contacted by email at referencecheck@uwgb.edu. This isn’t meant to imply that this candidate has committed any misconduct but is something we are required by policy to tell all potential employers”

This new policy is not intended to discourage or eliminate the supervisor from providing an objective evaluation of the current or former employees training, experience, skills, abilities, and job performance as they relate to the duties and responsibilities of the job for which they are being considered.

Please note colleagues with no supervisory responsibilities are not required to use the disclaimer if contacted for a reference.

If you have any questions about the required disclaimer or the new policy, please contact Megan Noltner by phone at Ext. 2948 or email at noltnerm@uwgb.edu.

 

Changes to Personnel Files and Recruitment Policies

On June 7, 2018, the Board of Regents adopted Resolution 11038 on employee personnel files and reference checks, which required the development or modification of certain human resources policies for all UW institutions regarding:

  1. Documenting sexual harassment allegations and investigations;
  2. Maintaining personnel files and conducting reference checks; and
  3. Exchanging personnel files between all UW institutions and State of Wisconsin agencies

Effective January 1, 2019, Operational policies Operational Policy HR13: Personnel Files and Operational Policy TC1: Recruitment Policies were modified and published to satisfy these new requirements.

As part of the modification to the Operational Policy HR13: Personnel Files, updates were made to clearly identify a list of what must be in an employee’s personnel file, define when and with whom personnel files are shared, and require appropriate documentation of sexual violence and sexual harassment in personnel files.

In addition, updates to the Operational Policy TC1: Recruitment Policies were made to ensure consistent disclosure of violations of sexual violence and sexual harassment policies to hiring institutions. Furthermore, institutions are required to ask about sexual violence and sexual harassment during the hiring process. Human Resources will be working directly with areas currently conducting recruitments to ensure that these new requirements are communicated and understood.

If you have questions about either of these policy revisions, please contact Human Resources at hr@uwgb.edu or (920) 465-2390.

America Saves Week February 26 – March 3, 2018

 

The University of Wisconsin is promoting America Saves Week, a national campaign committed to encouraging individuals and families to save and build their personal wealth. Check out what is happening here on campus!saving_up_pink_version

 

Financial Crimes: Fraud Awareness & Prevention Workshop

Tuesday, February 27, 2018
12:00 pm – 1:00pm
UW Credit Union, 2420 Nicolet Drive, Room 103

**Please feel free to bring your lunch and enjoy a free workshop on how to protect yourself from fraud.

 

Express Credit Checkups

Wednesday, February 28, 2018
9:00 am – 4:00pm
UW Credit Union, 2420 Nicolet Drive, 201 University Union, UWCU Branch

  • UW Credit Union in partnership with the University of Wisconsin System is offering the opportunity for employees to spend 30 minutes in a private, confidential appointment with a UWCU expert to review your credit score and discuss your credit report.

**UW Credit Union membership is not required to take advantage of this benefit. 

 

Register Now for your free 30 minute credit checkup!

SECC- Final Days to Give!

SECC

 

To those of you who have already given, congratulations we are nearly to our 2017 goal!  If you haven’t had the chance to participate there is no better time than now!  We are nearly to our goal and with just a $1 a pay period contribution you can help ensure we meet that goal by the end of the month!  Remember the campaign ends on November 30th so there is only one day left to give!    Donate Today, Don’t Delay!

If every person eligible to participate in the campaign donated just $1 a pay check for a year we would raise over $698,000!  While $1 a pay period may not seem like a lot to you, collectively it can mean a world of difference to those in need!

The SECC Statewide is a workplace giving campaign that offers you the opportunity to donate to one or more of the more than 400 charities that participate via payroll contribution, check or cash.  Giving through your work place is as easy as ever!

 

Not sure how much to give?  See below for what $1 a pay check can do:

  • $1 a pay check provides an individual diagnosed with Type 2 Diabetes with a cookbook to help them learn what and how to eat to manage everyday living. (Community Health Charities of Wisconsin)
  • $1 a pay check pays for a low-income family’s membership in our CSWA through our Food-to-Share fund. (Community Shares)
  • $1 a pay check provides a set of guidebooks and hiking trail maps for the more than 30 public preserves for the use of school groups during their visits. (EarthShare Wisconsin)

 

Again, it’s quick and simple!  I encourage you to log in and consider making a contribution because every dollar really does make a difference.

The campaign runs through November 30th.  If you have questions or would prefer paper materials, please call 608.256.1066.

To make your pledge online (please note, the online tool is only for state employees who work outside Dane or Milwaukee counties):

  • Go to seccstatewide.wi.gov
  • Click on the link for State employees
  • To register click on ‘Yes’ under “Is this your first time logging into this system?” (if you used the system last year, please click on ‘No’ and use your username and password from last year).
  • Choose your department and fill out the information to register.
  • Follow the instructions on the website to complete your pledge.
  • If you would like to give via cash or check or would prefer paper materials, please call 608.256.1066.

ETF Face-to-Face Events – 2018 Schedule Updates

etf

ETF has updated the face-to-face learning opportunities schedule to include dates into the spring of 2018. These include benefit fairs, benefit presentations and group retirement appointments scheduled in your area of the state.

View the face-to-face learning opportunities schedule for your area.

If you have any questions please contact Human Resources at (920) 465-2390 or payrollandbenefits@uwgb.edu with any questions.