General – Page 61 – HR Connect

Annual Career Progression and Title Change Review Process

Chapter 4 of the Academic Staff Handbook states that academic staff in the “professional” category and lecturers be granted the opportunity to request that their position be reviewed for possible retitling. The provisions of Chapter 4 can be found at http://www.uwgb.edu/sofas/rules/academicstaffhandbook.pdf.

Section 4.04(2) requires the staff member to initiate the process via discussion with the immediate supervisor. To assist in the preparation of the review, you will find Frequently Asked Questions and Compensation Process Guidelines (procedural instructions) as well as the request form on the Human Resources website at https://www.uwgb.edu/hr/campus/supervisors/index.html#title. In accordance with 4.03(2) of the Academic Staff Handbook, a favorable decision will result in a salary increase of the greater of at least 3% or to the minimum of the new salary range. The effective date of the adjustment will be July 1, 2013.

The timeline for the process is as follows:

Date	Action Item
Friday, August 31, 2012	Compensation Planning Process Guidelines and forms available on Human Resources website.
Friday, September 28, 2012	Employee and supervisor submit required documentation to Division Head.
Friday, October 5, 2012	Requests due to Area Leader/University Officer.
Tuesday, October 30, 2012	Requests due to Human Resources Office.
Friday, December 7, 2012	Position and Compensation Review Committee submits approved requests to Chancellor for review.
After Budget is approved or by May 18, 2013	Area Leader will notify affected employees, supervisors and division heads of approved requests.

In addition, the Office of Human Resources will be holding an informational session regarding Career Progressions and Title Changes. Please mark your calendars to attend if you are interested. The discussion will include such topics as the difference between a career progression/title change and eligibility criteria. The session will be held on Thursday, September 13^th from 11:00 a.m. – noon in the Phoenix B Room in the University Union. Please email hr@uwgb.edu to RSVP no later than Monday, September 10^th if you would like to attend.

If you have any questions regarding the process, please feel free to contact Amy Plotner at ext. 2203.

University Personnel Systems – Stakeholder Feedback Posted

The UPS stakeholder feedback from the initial UPS recommendations is now posted on the UPS website at http://web.uwsa.edu/personnelsystems/latest-news/ups-recommendations-feedback-round-1/. The UPS website also summarizes the next steps for UPS:

Next Steps
As noted in the Phase IV timeline, each initial work group recommendation is undergoing intensive review. The stakeholder feedback document is a key component of that review. The proposed recommendations will undergo a final round of stakeholder review in the fall with the first reading of the final recommendations going to the Board of Regents in November 2012 and for final approval by the Board of Regents in December 2012. For more information, visit the UPS timeline description.

The proposed UPS recommendations will again be available for UW-Green Bay employees to review and submit feedback in September/October.

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

Compensation and Workload Study

The development of the new University Personnel System (UPS) that will begin implementation on July 1, 2013, has led several UW institutions to review their internal compensation and personnel policies and seek outside guidance to evaluate their practices. UW-Green Bay will begin the process for an RFP (request for proposal) to hire a consulting firm to conduct a salary study and workload study for faculty, academic staff, classified staff and limited (administration) employees. The objective of the studies is to benchmark compensation and workload with a group of comparable institutions. A review of existing policies and procedures will occur with the goal of establishing compensation policies that are transparent, easily understood and managed. The workload study will be examine the effects of changing academic and administrative workloads on the ability of the University to provide high quality education.

The RFP process is expected to take four to six months. Members of the RFP committee include:

Sheryl Van Gruensven, Director of Human Resources

Dan Spielmann, Special Assistant to the Chancellor

David Dolan, Associate Professor

Andrew Kersten, Professor

Emily Rodgers, Academic Librarian

Mark Roe, Help Desk Professional

Compensation expert from the community to be named

Additional information will be communicated over the course of the next several months. Please contact Human Resources at hr@uwgb.edu or ext. 2390 if you have any questions.

University Personnel Systems Open Forums

Open Forums have been scheduled to discuss the new University Personnel Systems (UPS). The focus of these sessions will be to provide an overview of the initial UPS work group recommendations in the development of the new University Personnel System and allow employees to ask questions, present feedback and express concerns. Members of the UPS work groups from UW-Green Bay will also be available for questions. Information on the proposed UPS structure will be distributed to the campus the week of April 22^nd for employees to review prior to the open forums.

Open Forums will be held on the following dates and times in the Christie Theatre, University Union:

* Tuesday, May 15, 2012 at 3:00 p.m. to 4:00 p.m.

* Wednesday, May 16, 2012 at 11:00 a.m. to 12:00 p.m. and 2:00 p.m. to 3:00 p.m.

All employees are encouraged to attend. Please contact Human Resources at hr@uwgb.edu or ext. 2390 if you have any questions.

New Personnel System Website

The 2011-13 biennial budget (Act 32 of 2011) created s. 36.115, authorizing and directing the development of two distinct new personnel systems (human resource related policies and procedures) separate from the existing personnel system under ch. 230, one for all UW-Madison employees and one for the balance of all University of Wisconsin System employees. These new personnel systems will encompass policies and procedures for both unclassified and classified employment categories. A website has been developed to communicate the development of this new system, which is located at http://web.uwsa.edu/personnelsystems/.

Work groups covering the topics of benefits, compensation, employee environment, employee movement, employee categories and recruitment and assessment have recently been established to obtain feedback about potential policies and procedures for the new system. The following UW-Green Bay employees are serving on four of these work groups:

Benefits – Cliff Abbott, Secretary of the Faculty and Academic Staff and Professor in Computing Science

Compensation – Sheryl Van Gruensven, Director of Human Resources

Employee Movement – Eileen Kolb, Advisor, Registrar Office

Employment Categories – Joe Schoenebeck, Laboratory Preparation Technician, NAS

Please review the University Personnel Systems website for general information, additional information on the workgroups and the timeline for implementation of the new personnel structures. This website will be updated regularly as new information becomes available.

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

Talent Acquisition Manager (TAM)

Beginning on February 20th, 2012, unclassified search and screens, adjunct faculty and Limited Term Employee (LTE) recruitments will be handled in Talent Acquisition Manager (TAM), which is a module of HRS. Once implemented, TAM will have a considerable impact on the way recruitments are handled. The system will change the way that candidates apply for positions, will provide convenience for users, and reduce the need for the use of paper. TAM will greatly streamline and modernize the current processes. Please note that recruitments for classified permanent positions are not going to be conducted in TAM.

TAM brings a variety of new opportunities in the way recruitments are handled including:

Security which ensures that applicant data is protected
Decreased amount of paper use and reduced likelihood that files are misplaced or lost
Real time applicant status monitoring with the use of applicant tracking
Increased chances of attracting quality candidates by providing an online application process
Reduces UW’s carbon footprint by creating a paperless application process

To learn more about the functionality of TAM and how it will impact you, please attend one of the following informational sessions:

Date:         Wednesday, February 8th, 2012
Time:         10:00 – 11:00 a.m. or 3:00 – 4:00 p.m.
Location:    Alumni Rooms A/B

Date:         Friday, February 10th, 2012
Time:        11:00 a.m. – Noon
Location:   Alumni Rooms A/B

In addition, search and screen committees and the appropriate administrative support individual will be given an overview of TAM at the launch of each new search and screen.

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

2011-13 Compensation Plan

Proposed 2011-13 Compensation Plan

If approved, the new compensation plan would be effective January 1, 2012. Below are links to a summary of the proposed changes and the draft 2011-13 Compensation Plan:

http://oser.state.wi.us/docview.asp?docid=7275

ftp://doaftp04.doa.state.wi.us/doadocs/2011-2013CompPlanJCOER.pdf

If you have questions regarding the new plan, please send your email to compensationplan@uwsa.edu and UW System will be fielding your questions at this time. UW System will be developing an FAQ document that will supplement a similar document developed by OSER and we will provide that information to you once it is available.

Please contact Human Resources at hr@uwgb.edu or ext. 2390 with questions.

Statewide Employees Combined Campaign

2011 Statewide Employees Combined Campaign (SECC)

The Statewide Employees Combined Campaign (SECC) annual workplace campaign began on October 10, 2011. You can make a pledge anytime between October 10, 2011 and November 30, 2011.

The campaign is online, making it easier for you to give and make a difference in your COMMUNITY and the WORLD.

To make your pledge, go to www.seccstatewide.wi.gov

The SECC Statewide is Wisconsin’s largest voluntary fundraising campaign. Thanks to your help, the campaign raised money for more than 400 participating charities.

The CHOICE is yours…

As the only annual, cooperative, on-the-job campaign authorized to run at your workplace, SECC offers you many choices.

You decide:

* How you want to give – choose payroll contribution, cash or check.

* Where your dollars go – when you designate your gift to specific charities, only the charities you choose will receive money from you. Pick from more than 400 state, national and international charities.

To make your pledge:

* Go to www.seccstatewide.wi.gov

* Click on the link for University employees

* All University employees are pre-populated. To login click on “Login Now” in the upper right hand corner OR click on “Log In” in the middle of the screen.

* Log in using the following information:

– Username: Your first and last name as it is displayed on your earning statement (use all caps with no spaces between words). Example: JOHNDOE

– Password: Last 4 digits of your social security number.

* Find out more information about the charities and decide who you would like to give to.

* Follow the instructions on the website to complete your pledge.

For additional information, if you have any questions or if you would prefer paper materials please ask your coordinator or call 608.256.1066 extension 201.

Your GIFT makes a difference! PLEASE GIVE!

New Personnel System

New Personnel System (Human Resource Related Policies and Procedures)

The 2011-13 biennial budget (Act 32 of 2011) created s. 36.115, authorizing and directing the development of personnel systems (human resource related policies and procedures) separate and distinct from the personnel system under ch. 230 for all University of Wisconsin-Madison employees and separately a personnel system for the balance of all University of Wisconsin System employees. The new personnel system will encompass policies and procedures for both unclassified and classified employment categories.

As with any business change, one of the most important steps is to assess the current state in order to effectively build the future state. The assessment of the current personnel systems will rest primarily with the institutions. Each of the institutions is in the best position to judge what, in the current personnel systems, prohibits its ability to manage effectively its workforce. The institutions’ assessments of current state problems, symptoms and limitations will serve as a starting point to begin building the framework of the future state of the new personnel systems.

We are looking for your assistance in outlining issues you can see within the process. Two informational sessions have been scheduled for all employees to attend to learn about this initiative on the following dates and times:

Monday, October 3^rdat 3:00 p.m. – 4:00 p.m. in the Alumni Rooms, University Union

Tuesday, October 4^th at 2:30 p.m. – 3:30 p.m. in the Alumni Rooms, University Union

If you plan to attend one of these sessions, rsvp at hr@uwgb.edu.

Feedback outlining current issues will be due to hr@uwgb.edu no later than October 24, 2011. Your feedback should be in response to the following two guidelines:

1. Current state problem, symptom or limitation (example: Number of candidates required to interview is too many in classified search)

2. What is the impact of the problem, symptom or limitation (example: Need to stay competitive in hiring the best workforce possible. The number of candidates to interview can be prohibitively time consuming.)

Please contact Human Resources at hr@uwgb.edu or ext. 2390 with questions.

UW Credit Union Budget Planning Presentations

UW-Green Bay employees are invited to attend the following budget planning sessions presented by the UW Credit Union:

Take Control: Budgeting 101

Thursday, May 5^th

Noon to 1:00 p.m.

University Union – 1965 Room

Attend this seminar and you will be able to take control of your spending and learn basic budgeting skills—and how to stick to them. You will learn tips on budgeting for your regular bills and saving for emergencies.

At this free seminar, you’ll learn how to:

* Identify where your money goes

* Track personal spending

* Set realistic short and long-term financial goals

* Develop a personal spending plan to gain control of your finances

Build Your Own Budget Workshop

Monday, May 16^th

Noon to 1:00 p.m.

University Union – Phoenix Room B

This invite-only workshop is for those people who have recently attended our Budgeting 101 seminar. The workshop is designed to give you individual attention and help setting up a personalized budget. Bring along your monthly purchases, expenses and savings goals to work through your individual spending plan.

UW Credit Union experts will show you how to:

* Create a spending plan

* Track personal spending

* Set realistic financial goals

* Stop spending “leaks”

* Save money for the things you want and need

If you would like to attend these presentations, or have questions, please e-mail hr@uwgb.edu or call 465-2390. (Please note that seating is limited to the first 36 people who register for the May 5^th presentation due to room size.)