Last year, JCOER approved a 2023-2025 pay plan for UW System employees, which provides a base rate increase to all eligible employees of 4% in FY24 and 2% in FY25. At this time, the Office of Human Resources is taking measures to prepare for the second 2% pay plan increase for eligible employees, which will be effective on June 30, 2024, for 12-month employees and August 26, 2024, for 9-month employees.
UW System has recently revised language for SYS 1278, UW System Pay Plan Distribution Framework for University Workforce to build more consistent methodology across institutions for determining eligibility. This aligns pay plan rules more closely with the how other state agencies define eligibility. As a result, the UW-Green Bay Compensation and Pay Plan Policy has also been updated to align with UW System policy.
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- Included in the recent policy changes is the elimination that employees must be in an eligible position at least three months prior to the pay plan effective date. Moving forward, eligible employees in pay status on implementation date will be eligible to receive pay plan.
Eligible employees for the proposed FY 2025 pay plan include faculty, academic staff, limited, university staff, and university staff project appointments in ongoing positions with a budgeted FTE of 50% or greater. Pursuant to the UW-Green Bay Compensation and Pay Plan Policy, SYS 1278: UW System Pay Plan Distribution Framework, and other publicized guidelines, the following list represents employees who would be ineligible for pay plan:
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- Employees paid from provisional, non-budgeted salary lines, including all temporary appointments and positions less than 50% FTE.
- Employees represented by a collective bargaining agreement (CBA). Respective pay increases for pay plan will be negotiated separately through the CBA.
- Employees currently under a performance improvement plan (PIP).
- Employees with performance which does not meet the institutional standard of performance in their most recent performance evaluation (or as documented by the supervisor if a new employee and an evaluation has not yet been required).
- Employees who have not completed required campus compliance trainings. Required trainings include:
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- Sexual Harassment (Title IX) (Required every three years)
- Information Security Awareness (Required annually)
- Mandated Reporter (One-time training required at time of hire)
- Injury and Illness Prevention (EDU) (One-time training required at time of hire)
- FERPA Basics (One-time training required at time of hire)
- Tools for an Ethical Workplace (One-time training required at time of hire)
- Campus Security Authority Training (required annually for employees designated as Campus Security Authority (CSA) only)
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- Faculty, Academic Staff, and Limited employees without a current Outside Activities Report (OAR) on file
- Supervisors who do not have completed, up-to-date evaluations on file and OAR forms approved for all of their direct reports. The performance evaluation periods to assess for FY25 pay plan are as follows:
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- University Staff: 1/1/2023 – 12/31/2023 (and probationary evaluations as applicable) – these annual evaluations were due in late March 2024
- Non-Instructional Academic Staff / Limited: 1/1/2023 – 12/31/2023 (and 6-month evaluations as applicable) – these annual evaluations were due in late March 2024
- Faculty / Instructional Academic Staff: 2022-2023 Academic Year (these annual evaluations were due in early spring, 2024)
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In order to be eligible for the FY25 pay plan, required trainings, OAR forms, and performance evaluations must be completed by the following deadlines:
Direct emails from UW-Shared Services and UWGB HR have been sent to employees over the past few months. UWGB HR will continue to send out targeted emails throughout May to those with outstanding items due no later than May 31, 2024. Pay plan spreadsheets will be sent to Dean/Division Leaders the week of May 20th.
If you have questions about the FY 2025 pay plan, please feel free to contact Human Resources at hr@uwgb.edu or (920) 465-2390.
