JCOER Approves Pay Plan for UW System Employees

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 hr@uwgb.edu or ext. 2390.

T&TC Appeals Submission Period Extended through February 4, 2022

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.

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 hr@uwgb.edu.

Enhancing your Mental Health Support Skills

Enhancing your Mental Health Support Skills for faculty and staff.

Amy Henniges and Lissa Balison from the Wellness Center will be offering an overview on the Mental Health needs of our Students, as well as reviewing how to recognize warning signs, how to respond to students and how to connect students with resources. Q&A will follow.

  • Tuesday, December 7, 2021
  • 11:45 am-12:30 pm
  • Virtually via Microsoft Teams

Click here to join the meeting

(BYO) Lunch ‘n Learn – Hiring Veterans

You are invited to a (BYO) Lunch ‘n Learn Session on Hiring Veterans

Bring your lunch and join Elaina Koltz, Financial Aid Advisor/Veteran Services, and the Office of Human Resources and Workforce Diversity as we welcome Derek Jablonicky from the Department of Workforce Development, to discuss the unique traits Veterans have and why their training and experience make them great employees.  He will also talk about some of the issues our Veterans have when they are activated and then return to civilian life.

When:  Monday, November 15 at 12:00pm
Where:  1965 Room, University Union and on Teams Live

Learn about the unique traits Veterans have.
Learn about their rank, education and grade.
Learn how to hire a Veteran!

Title & Total Compensation Project Effective November 7th

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.

After a lengthy delay due to COVID-19, the new title structure was implemented on November 7, 2021. The full title and standard job description library is currently posted on the UW System Title & Total Compensation Project website.

Please see below for additional timeline updates:

      • November 1, 2021: New salary structure published by UW System on their website
      • 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.
      • Week of November 15th: Formal notices of revised titles sent by UW System to employees
      • November 9th and 18th: UW System Salary Structure Virtual Town Halls
      • 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.

Appeal 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 December 31, 2021. The institution will settle appeals between January 1, 2022 and June 30, 2022.

Only title of record can be formally reviewed and appealed. Pay range, compensation, 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 more information about the Title & Total Compensation Project, including FAQs, new guidelines documents, and recordings of recent presentations, please see the UW-Green Bay Title & Total Compensation Project website.

T&TC – UW System Salary Structure Virtual Town Halls

As a part of the implementation of the Title & Total Compensation Project this month, you are invited to join UW System for one of the Salary Structure Virtual Town Hall Meetings on November 9th and November 18th to learn more about the updated salary structure. The Town Hall meetings will cover:

      • How UW System’s salary structure was built
      • How jobs fit in the salary structure
      • How the salary structure will be maintained
      • Answer commonly asked questions about employee pay

All the Town Hall Meetings will be held using WebEx. Click on the date to access the Town Hall Meeting at the listed time. Both Town Hall meetings will be recorded for additional viewing opportunities.

Tuesday, Nov. 9
3:00-4:00 p.m.

Join the Town Hall Meeting

Audio conference information: 1-415-655-0003
Event number (access code): 2623 536 0367

Thursday, Nov. 18
12:00-1:00 p.m.

Join the Town Hall Meeting

Audio conference information: 1-415-655-0003
Event number (access code): 2621 018 5756

Accessibility Services

Please contact Tom Thieding (tthieding@uwsa.edu) at UW System if you require accessibility services ONE WEEK PRIOR to the Town Hall Meeting you want to attend.

New UW System Policy SYS 620 – Working in Isolation

The University of Wisconsin System has recently added SYS 620 Working in Isolation: https://www.wisconsin.edu/uw-policies/uw-system-administrative-policies/working-in-isolation/ which establishes requirements for UW System employees and students who are performing potentially hazardous activities without others being present.  All employees and students will be subject the procedures established therein.

Consistent with the issuance of this new UWSA Policy, the University has integrated the Working in Isolation Policy into the UW-Green Bay Building Access and Office Hours Policy. The Institutional policy has been updated and can be viewed here: Building-Access-OP-15-17-1.pdf (uwgb.edu).

Please take the time and review the updated Institutional Policy as well as SYS 620 and review your area procedures to ensure that you are following this guidance.

If you have any questions, please contact Scott Piontek pionteks@uwgb.edu. 

Payroll Processing Transition to UW-Shared Services

In a continued effort to create efficiencies, serve our employees, and align with the institution’s strategic initiatives, the Office of Human Resources and Workforce Diversity will be transitioning additional payroll processing functions to UW-Shared Services.  UW-Shared Services was created in July 2018 as an initiative of UW System’s 2020FWD strategic plan.  Our office began transitioning payroll functions in September, 2019 when the biweekly payroll (at the time for University Staff and student employees) moved to UW-Shared Services.  Since then, our office has continued to analyze and work with UW-Shared Services to evaluate additional efficiencies.

The implementation of Single Payroll this summer significantly increased the workload associated with processing payroll for faculty, academic staff and limited employees.  At the same time, our office recently restructured in order to better align our office’s practices and processes with institutional strategic initiatives such as digital transformation and data-based decision making.  In order to fully embrace our office restructure and allow our staff to delve into more complex data and analytics to meet institutional needs, we will be moving forward with transitioning additional payroll functions to UW-Shared Services effective November 15, 2021.  The functions moving to UW-Shared Services are less complex and allows for streamlined processes at the UW System level.

What payroll functions will transition to UW-Shared Services?

Effective November 15th, UW-Shared Services will handle all questions related to the following payroll functions:

    • Timesheets (entry, approval and corrections)
    • Absence entry/approval
    • Missing leave reports
    • Leave balances
    • Direct Deposit/W-4 inquiries
    • Earning Statement inquiries

What payroll functions will remain with UW-Green Bay’s Office of Human Resources?

    • Our office will continue to handle all Personnel Action (PA) related questions, including compensation adjustments and funding updates.
    • Additional payments, including overload and summer appointments for 9-month contracted employees, will continue to be administered by our office at this time.

While the above transactional activities will remain with UW-Green Bay at the current time, we will continue to monitor opportunities to adopt processing efficiencies implemented at the System Level.

How will employees be impacted by this transition?

    • In an effort limit the impact to employees, the Payroll section on the Office of Human Resources website has been updated to include additional details and UW-Shared Services resources.
    • As of November 15th, questions related to the payroll functions listed above should be directed to UW-Shared Services at payroll@uwss.wisconsin.edu. This means that if you contact our office with questions related to these areas, we may direct or forward your inquiry over to UW-Shared Service for review and response.  We will always be here to support you, but will be directing you to work with UW-Shared Services on applicable areas.
    • Employees will start/continue receiving communications directly from UW-Shared Services on payroll-related functions. Examples of this includes biweekly payroll reminders and deadlines, outreach to new hires and transferring employees regarding leave balances and reporting processes, and responses to payroll inquiries.

What will be the role of the UW-Green Bay Office of Human Resources for payroll functions going forward?

As always, our staff is here to assist employees and provide guidance as needed, and we will continue to work with UW-Shared Services to make sure all employees are paid accurately and timely. While our office will move away from the transactional side of payroll processing, we are excited about the opportunity this transition will provide to better serve as a strategic partner with the campus community.

Any questions or concerns should be directed to the Office of Human Resources at hr@uwgb.edu or (920) 465-2390.

 

 

Allies for Inclusion: The Ability Exhibit

Ribbon-cutting ceremony will be held at 10:00 a.m. on Wednesday, October 20th.

More Information: https://www.facebook.com/events/1310279749443870

What to Expecthttps://www.slu.edu/education/institutes/ability-institute/allies-for-inclusion.php

Co-sponsored by: UW-Green Bay Student Accessibility Services, Student Engagement Center, Dean of Students, Human Resources, Division of Inclusivity & Student Affairs

 

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.