StayWell Monthly E-Learning Sessions

NOW AVAILABLE: MONTHLY E-LEARNING SESSIONS
Sessions, one of many cool new features of the new Well Wisconsin platform, can help you improve your well-being knowledge. And there’s a new one offered each month!

‘WHAT EXACTLY IS A SESSION?’
A Session is an e-learning opportunity that consists of well-being readings, games and quizzes.

We see you falling asleep reading that last sentence. Wake up! We promise these are way cooler than they may sound—snazzy, snappy, simple and engaging.

A new Session “opens” at the start of each month and you can complete it on your own time, at your own pace.

‘WHAT KINDS OF SESSIONS ARE THERE?’
Session topics include:

  • Energy Balance
  • Fats
  • Stress Management
  • Portion Sizes
  • Heart Health

And a lot more. New Sessions open monthly on wellwisconsin.staywell.com and the first one—Introduction—is available now!

‘IS THIS PART OF THE WELL WISCONSIN INCENTIVE PROGRAM?’
Yes, it is!

By completing at least three monthly Sessions, you can check off the “complete a well-being activity” box as you work your way toward your $150 Well Wisconsin incentive.*

‘HOW DO I COMPLETE A SESSION?’
Just go to wellwisconsin.staywell.com to get started. If you haven’t already created a new account for 2020, you’ll need to do that. Don’t worry—it’s quick and easy.

You can also complete Sessions on the My StayWell app. Search for “My StayWell” in the App Store or on Google Play.

QUESTIONS? Contact the StayWell HelpLine at 800-821-6591 or wellwisconsin@staywell.com.

*The Well Wisconsin incentive program is a voluntary program available to employees, retirees and spouses enrolled in the State of Wisconsin Group Health Insurance Program, excluding Medicare Advantage participants who have incentives available through their health plan. The Well Wisconsin incentive will automatically be issued to eligible participants upon completing the applicable activities. All wellness incentives paid to participants are considered taxable income to the group health plan subscriber and are reported to their employer, who will issue a W2. In some cases, the Wisconsin Retirement System acts as the employer. Retirees, continuants and their spouses will have some taxes withheld from the incentive amount earned.

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.

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, 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. 

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.

Call for Nominations for Student Employee of the Year

Now’s a great time to nominate for Student Employee of the Year (SEOTY)!

The Student Employment Office is seeking nominations for the 2020 SEOTY competition.  Take advantage of the break between semesters to submit a nomination for your outstanding student employee.  The National Student Employment Association adjusted selection criteria for the program, so the form has changed from past years.  Nominees will now be evaluated according to eight career readiness competencies the National Association of Colleges and Employers identified (communication, digital technology, problem solving, professionalism/work ethic, intercultural fluency, career management, leadership, and teamwork).  A special ceremony to recognize nominees and award winners will be held April 13, 2020.  Submissions are due February 14, 2020.  Please contact Allen Voelker (Student Employment and Scholarship Coordinator) at voelkera@uwgb.edu or 920-465-2556 with any questions.

Title & Total Compensation Project Update – December, 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.

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 more time to confirm the best job title and standard job description matches possible. The project will finish in Spring, 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:

  • December, 2019 – March, 2020: 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. 

Try Chamomile Tea Tonight

A nice, warm beverage can be a great way to relax before bedtime. But coffee, hot chocolate, and black and green teas contain caffeine that can disturb your sleep. Instead, try chamomile tea. The herb has soothing qualities and may promote relaxation. Tonight, make yourself a hot mug of tea about an hour before bed. Sip it slowly and savor the gentle sweet, grassy aroma. You may find it’s your new favorite part of your nighttime routine.

Article from the StayWell Company, LLC

Strawberry Cheese Cake

Ingredients
• 6 graham crackers (2-1/2-inch square)
• Cooking spray
• 2 8-ounce packages fat-free cream cheese, softened
• 1/2 cup sugar
• 1 teaspoon vanilla extract
• 2 large eggs
• 1 pint strawberries, hulled and halved
• 3 tablespoons seedless raspberry jam
• 1 tablespoon water
Directions
Preheat oven to 350°F. Crush graham crackers. Spread evenly over bottom of lightly sprayed 8- or 9-inch pie pan. Beat cream cheese with sugar and vanilla until well blended, about 5 minutes. Add eggs and blend. Bake for 30 to 35 minutes, or until center is almost set. Cool, then refrigerate overnight.
Melt raspberry jam with water in microwave or on top of stove. Cut wedges and put on serving plates. Arrange strawberries over wedges and drizzle melted jam over each piece.
Serves 8
Each slice contains approximately 186 calories, 28 g carbohydrates, 10 g protein, 2 g fat, 451 mg sodium, and 1 g fiber.

Recipe from the StayWell Company, LLC.

Try a Drop of Lavender Oil Next to Your Pillow

Irregular sleep can sometimes be aided by the smell of lavender oil next to your bed. Tonight, consider using lavender to help you sleep better by following these steps:
• To prevent staining your pillow or sheets, start by getting a tissue or paper towel.
• Place one to two drops of lavender oil , depending on your preference, on the tissue or paper towel and let it absorb in.
• Keep the tissue next to your pillow while you sleep.
• Avoid burning lavender oil while you sleep as this is a fire hazard!

Article from the StayWell Company, LLC

Carrot-Oatmeal Muffins

(Gout-friendly)
Ingredients
• 1 cup quick oats
• 2 cups unbleached flour
• 2 teaspoons baking powder
• 1/4 teaspoon salt
• 3/4 cup dark brown sugar
• 1 large egg, lightly beaten
• 1 cup skim milk
• 1/4 cup vegetable oil
• 2 carrots, grated
• 1 cup raisins
• 1/2 cup walnuts, chopped

Directions
Line a regular muffin pan with 12 paper liners. Preheat oven to 400°F. In a large bowl, combine oats, flour, baking powder, salt, and sugar. In a small bowl, beat egg lightly. Add milk, vegetable oil, and grated carrots.
Stir wet ingredients into large bowl of dry ingredients. Do not overmix. Stir in raisins and walnuts. Divide batter among 12 muffin cups. Bake 20 to 25 minutes, or until tops are golden brown.

Makes 12 muffins
Each muffin contains about 266 calories, 6 g protein, 9 g fat (30% calories from fat), 18 mg cholesterol, 42 g carbohydrates, 3 g fiber, and 113 mg sodium.
This food is gout-friendly because it contains foods moderate in purines. You should limit the amount of oatmeal you eat to less than 2/3 of a cup (uncooked) per day.

Recipe from the StayWell Company, LLC.

Wellness Incentives are Taxable

The State of Wisconsin extends financial incentives to employees through the Well Wisconsin employee wellness program. If you are covered under the State of Wisconsin Group Health Insurance program, you and your spouse (if covered under the State Group Health Insurance Program) were eligible for the $150 Well Wisconsin incentive if you submitted a health screening result to StayWell, completed the StayWell health risk assessment and a Well-Being activity by October 11, 2019. StayWell is the State of Wisconsin wellness program administrator. Additionally, depending on the health plan you are enrolled with, you may also be eligible for financial reimbursements for wellness related expenses such as gym memberships, fitness classes, the cost to participate in Community Support Agriculture (CSA) programs and rewards for participating in health or wellness programs or challenges.

Per guidance from the federal government and the Internal Revenue Service (IRS), the wellness incentive benefits are classified as taxable fringe benefits. This means that any financial incentive you receive from the program is taxable income for state and federal tax purposes.

What this means for you: 

  • Financial incentives will be reported as taxable wages and subject to applicable withholdings and taxes. You will see withholdings for all incentives issued in the current calendar year reflected on your August or December earnings statement. This will include incentives issued to your eligible family members. Withholding may include 7.65% for Social Security and Medicare if the employee is FICA Eligible and may include federal and state withholding, depending on the number of exemptions you claimed on your W-4. Note: Some individuals may have met their Social Security Tax maximum in 2019 $8,239.80 and therefore, they may only have Medicare Tax withheld.
  • Withholding may include 7.65% for Social Security and Medicare if the employee is FICA Eligible and may include federal and state withholding, depending on the number of exemptions you claimed on your W-4. Note: Some individuals may have met their Social Security Tax maximum in 2019 $8,239.80 and therefore, they may only have Medicare Tax withheld.
  • Federal regulations require your employer to receive financial data regarding incentives issued to employees and their covered family members. Your health information is protected by federal privacy regulations and is not shared with your employer.

Even with the federal government’s tax regulations, eligible employees and their spouses are able to receive substantial financial rewards for using the wellness incentives offered by the State of Wisconsin and participating health plans.

For questions about the $150 Well Wisconsin incentive contact StayWell at wellwisconsin@staywell.com. For questions about incentives provided by your health plan carrier, contact your health plan carrier directly. If you have additional questions, contact wellness@uwgb.edu or (920) 465-2203.