Each year, all faculty, academic staff, and limited appointees with appointments of half-time or more are responsible for reporting Outside Activities (according to Board of Regent and UW System guidelines, UWS Chapter 8.025, and the Wisconsin Administrative Code).
Additionally, we ask University Staff to read the Code of Conduct (RPD 20-22) and all employees to read the policy on Employee Relationships with Educational Loan Lenders RPD 13-4.
Similar to last year, requests and notices will come to employees from UW-Shared Services (UWSystemHR@uwss.wisconsin.edu), and eligible employees will submit their OAR form online through their My UW Portal.
On or around April 4, all employees required to submit an Outside Activity Report (OAR) will receive a message from UW System with instructions to complete the OAR. The OAR will need to be completed by the employee and approved by the supervisor. Following the initial notice, employees will receive reminders throughout the month.
Please see below for additional information:
For more information about OARs (including helpful videos), please see the UW System Conflicts of Interest and Outside Activities website.
The Code of Conduct and Employee Relationships with Educational Loan Lenders policies will also be delivered to your mailboxes from firstname.lastname@example.org during the month of April with a reminder to familiarize yourself with these policies.
If you have questions while using the process or need technical support, please contact email@example.com.
Resources relevant to this message include:
As the Tri-Annual Confidential Destruction process is just ahead on April 20 and April 27th, many departments are busy reviewing files. This means that there are many records ready to be destroyed based on a Record Schedule – AND – we don’t have enough boxes. As these records will be shredded, we won’t be purchasing new boxes so are looking to find some before they go to recycle. If you have any extra boxes from paper, shipping, miscellaneous in your area, please don’t recycle – contact Sandi Maine-Delepierre at firstname.lastname@example.org or 920-465-2781. Sandi can coordinate getting your extra’s to those who need them.
UW-Green Bay and all of its employees are required to manage the records we create and use while conducting University business as a matter of state law, under Wis. Stat. Sec. 16.61.
On March 15, 2022 an email was send out to operational areas regarding the upcoming Records Management collection and destruction. The collection and destruction will be coordinated on April 20th and April 27th between 11:00 a.m. – 12:00 p.m. to allow offices to confidentially dispose of records that are past the required retention period
Offices have been asked to assess your records in your area and determine if there are records ready to be transferred to the Archives – OR – they meet the qualifications to be confidentially destroyed and document any records for destruction.
To facilitate this process, we are asking all employees to review the recently updated Records Management web page to understand their obligations for maintaining and destroying records and to understand the records destruction process.
Please work with your office if you have any records which you feel could be reviewed for confidential destruction.
For questions, contact:
Thank you for being part of the record management process here at UW-Green Bay.
As communicated by the UW-Green Bay Information Security Officer via email earlier this spring, the UW System Office of Information Security is finalizing a process to comply with SYS 1032, Information Security: Awareness which states, “Employees must be enrolled in supplemental phishing training following three failed phishing simulations within a given calendar year”.
Monthly phishing simulations will be conducted by UW System. If you reply to the email, open an attachment, or click on any links or images within the email, you will be considered ‘phished’ for that campaign. If you are phished three or more times within a given calendar year, you will be enrolled in a short, supplemental phishing training that will need to be completed within 30 days of assignment. This training consists of a short video that should take users less than 10 minutes to view and complete.
Employees that are enrolled in the supplemental training can expect to see an email from: email@example.com. The email will provide a link to complete the supplemental awareness training. Once enrolled, you will receive email reminders periodically until the training is completed. Employees that fail to complete the training will be re-enrolled monthly until supplemental training is completed. Failure to take this supplemental training within 30 days of assignment may result in additional campus actions, up to and including network account suspension.
If you have questions about this campaign or other IT Security policies and practices, please contact GBIT Information Security at firstname.lastname@example.org.
We continue to ask employees via the HR Connect why they loved working at UW-Green Bay. This is what they had to say:
My supervisor! He is awesome!!
What I love about working for UWGB is the friendliness of all the staff all over campus. I enjoy walking through the tunnels of campus and being greeted in a friendly and kind manner. It shows that people here enjoy their job and believe in being part of the mission of UWGB.
Want to share why you love working at UW-Green Bay? Email Human Resources at email@example.com and tell us so we can share!
Last week, we asked employees via the HR Connect why they loved working at UW-Green Bay. This is what they had to say:
I love working with my passionate colleagues in the Psychology Department who work tirelessly in service of our students and their success!
I love CATL at UWGB. Any time I have a question or need a creative solution to a teaching issue or just need some inspiration, the awesome staff in CATL never lets me down!
I love being a part of something I believe in. As an alumna, I know first-hand the transformative effect of UW-Green Bay.
I love working at UW-Green Bay because of the caring and compassionate people here, fun and ever changing environment with the students, and the beautiful campuses.
I love working at UW-Green Bay because of the people I get to interact with on a daily basis. You all make this a great place to work!
I love working at an organization that has such a recognized shared mission and vision. Faculty and staff in every part of the institution are dedicated to nurturing student success, and that is constantly evident in the great work being done by our amazing colleagues across the four campuses!
I love seeing others succeed/reach their goals and appreciate having the opportunity to always learn and find new passions. The coffee shop is a nice added bonus!
Want to share why you love working at UW-Green Bay? Email Human Resources at firstname.lastname@example.org and tell us so we can share!
As part of the Title & Total Compensation Project (T&TC) employee-manager conversations in Summer 2021, supervisors and employees started to collaborate on developing revised UW-Green Bay position descriptions. This winter, the Office of Human Resources is coordinating a collection and review of those updated UW-Green Bay position descriptions.
At this time, we ask that an updated position description be signed and submitted for all non-instructional Academic Staff/Limited employees no later than March 25, 2022. Please see here for instructions on creating the new position description utilizing the UW-Green Bay Position Description Library.
University Staff position descriptions will also be updated in accordance with this timeline as a part of the US performance evaluation process. This process does not impact Faculty or Instructional Academic Staff.
Should you have any questions about the position description development process, please contact Human Resources at email@example.com.
We are a few weeks into the new year, and ready to begin the University Staff performance evaluation process for the evaluation period of January 1, 2021 – December 31, 2021.
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 firstname.lastname@example.org.
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.
- As part of the Performance Evaluation process, it is important that we continue to recognize the opportunities, challenges and changes in the way employees did work due to the global COVID-19 pandemic. Supervisors are asked to keep this in mind when assessing goal completion and setting goals for 2022.
- In accordance with the Title & Total Compensation Project, the template for position descriptions has changed. We ask that the performance evaluation process for ALL university staff employees include the development of an updated position description this year, which should be signed and submitted along with the evaluation by the due date below. Please see here for instructions on creating the new position description utilizing the UW-Green Bay Position Description Library.
- We will be transitioning to electronic performance evaluations for all non-instructional employees in January, 2023. The new position descriptions developed this year will be the foundation for the electronic evaluation structure moving forward. Please watch for communications about this new system during the 2022 calendar year.
In an effort to facilitate timely completion, performance evaluations and position descriptions are due by Friday, March 25, 2022.
Please note that annual performance evaluations are not required for individuals who have had a probationary review on or after July 1, 2021, 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.
In a meeting on December 21, 2021, the Joint Committee on Employment Relations (JCOER) approved the Board of Regent proposed pay plan for UW System employees. The approved pay plan allows for a 2% raise in January 2022 and 2% raise in January 2023 for eligible employees. The effective date established by JCOER for the January 2022 increase is January 2, 2022, and eligible employees will first see the impact on their January 27, 2022 pay check
Eligibility for the UW System Pay Plan is outlined in the UW-Green Bay Compensation and Pay Plan Policy and other institutional communications. Eligible employees will receive a written notification of the 2022 pay plan increase via their UW-Green Bay email during the week of January 3rd. .
For employees in the building trades, JCOER also approved the pending collective bargaining agreements for the last two fiscal years. After JCOER approval, the full legislature and governor need to approve the collective bargaining agreements before the pay increases can be implemented.
For questions about the UW-Green Bay Compensation and Pay Plan Policy or the UW System Pay Plan, please contact Human Resources at email@example.com or ext. 2390.
UW System has recently decided that the Title & Total Compensation Project appeals submission period will be extended through February 4, 2022. The previously-communicated deadline was December 31, 2021. Please see below and on the Title & Total Compensation Project Website (currently being updated with the new date) for additional information related to the T&TC Appeals Process.
As part of the Title & Total Compensation Project (T&TC), all in-scope positions have been mapped to a title within the new structure. If an employee disagrees with their mapped title, they are able to formally appeal the decision. To initiate a title appeal, an employee must submit a Title Appeal Request with supporting documentation between November 7, 2021 and February 4, 2022. The institution will settle all T&TC appeals no later than June 30, 2022.
Please note that by submitting an appeal, an employee is stating that their T&TC mapped UW System title was not accurate as of November 7, 2021. Any requests to review titles because of job duty changes which occurred after November 7, 2021 should be processed through the standard Title Review Request.
Only title of record can be formally reviewed and appealed. Pay range, compensation, scaling, FLSA exemption status, business title, and language in the Standard Job Descriptions cannot be appealed.
For more information about the Title & Total Compensation appeal process, please see the Title Appeal Guidelines – T&TC. For instructions to help in completing the Title Appeal Request form, please see the T&TC Title Appeal Guide.
If you have questions about the Title & Total Compensation Project or the appeals process, please contact Human Resources at firstname.lastname@example.org.