2022 National Student Employment Week

National Student Employment Week is April 11-15!  If you would like to celebrate the accomplishments and contributions of a student employee who serves UW-Green Bay, please email a completed copy of the Student Employee Appreciation Template to Student Employment (studentemployment@uwgb.edu) no later than Friday, April 8.  We suggest including the following information in your submission:

  • The student’s name, job title, employer, hometown, and major
  • A picture of the student
  • Interesting fact/s about the student (optional)
  • Short narrative about the impact and importance of the student’s work and why they are a great employee
  • Nominator/s

Please consult with student employees before sending features to ensure they consent to the public release of any information you provide.  We will share submissions on the UWGB Student Employment Facebook page during National Student Employment Week (April 11-15).  We cannot guarantee that any submissions received after April 8 will be posted.

We encourage you to find other ways to show appreciation to student employees in your department as well.  Please reach out to Student Employment within Financial Aid if you have any questions.

University Staff Performance Evaluations for Calendar Year 2021

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 hr@uwgb.edu.

Forms:

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.

Related updates:

      • 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.

Proposed FY 2022 Pay Plan Information

Last spring, Governor Evers included a proposed 2021-2023 pay plan for UW System employees within the state budget, which would provide a base rate increase to all eligible employees of 2% in FY22 and 2% in FY23. At this time, the Joint Committee on Employment Relations (JCOER) has not yet voted on the pay plan. That group has final determination on the amount and timeline for pay plan distribution, and thus it is not finalized. However, as we have done in past years, we will be taking measures to prepare for a potential pay plan increase for eligible employees pending JCOER approval.

During the next month, we will be  determining which employees are eligible for pay plan under the UW-Green Bay Compensation and Pay Plan Policy. Eligible employees for the proposed FY 2022 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 and other publicized guidelines, the following list represents employees who would be ineligible for pay plan:

    1. Employees paid from provisional, non-budgeted salary lines, including all temporary appointments and positions less than 50% FTE.
    2. Employees represented by a collective bargaining agreement (CBA). Respective pay increases for pay plan will be negotiated separately through the CBA.
    3. Employees currently under a performance improvement plan.
    4. Employees deemed “unsatisfactory” or “does not meet expectations” in overall level of performance under their most recent performance evaluation.
    5. Ongoing employees with six-months of service or less as of the effective date of pay plan (start date after 6/30/2021)
    6. Employees who have not completed required campus compliance training. Required trainings include:
      • Harassment & Discrimination Prevention (Required every three years)
      • Checkpoint: Data Security & Privacy (Required annually)
      • Protect Children (EDU-WI) (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)
      • Touchstone: Tools for an Ethical Workplace (One-time training required at time of hire)
      • Campus Security Authority Training (for employees designated as Campus Security Authority (CSA) only)
    7. Supervisors who do not have completed, up to date evaluations on file for all of their direct reports. The evaluation periods to assess for FY 2021 pay plan are as follows:
      • University Staff: 1/1/2020 – 12/31/2020
      • Non-Instructional Academic Staff / Limited:  7/1/2020 – 6/30/2021
      • Faculty / Instructional Academic Staff: 2019/2020 Academic Year

In order to be eligible for the proposed pay plan, eligibility requirements (specifically the required trainings and performance evaluations) must be complete by November 30, 2021.

Human Resources will be assessing eligibility of employees. During the month of November, the HR Office will be sending reminders to employees and Dean/Division Leaders of any missing training and/or performance evaluation requirements. Please make sure to be looking out for these emails over the next month.

If you have questions about the proposed FY 2022 pay plan, please feel free to contact Human Resources at hr@uwgb.edu or (920) 465-2390.

Title & Total Compensation Project Update and Information Sessions – November 2021

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.

As announced last spring, the Title & Total Compensation (T&TC) Project implementation was delayed due to the COVID-19 pandemic, however we are moving forward with an implementation date of November 7, 2021. The UW-Green Bay Title & Total Compensation Website has been updated with the following anticipated timeline:

    • Very late October/early November: Formal notices of revised titles sent by UW System to in-scope employees
    • November 1, 2021: New pay ranges published by UW System on their website
    • First week of November, 2021: UW-Green Bay virtual sessions for employees regarding appeals process and new pay ranges (see below for more information)
    • 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.
    • 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.

If you are interested in learning more about the Title & Total Compensation Project, please consider attending one of our upcoming virtual information sessions. At these sessions, we will provide an update regarding the project, an overview of the appeals process (including instructions for filling out the form, timelines, etc.), and a brief overview related to the new pay ranges.  Please see below for specific dates and times:

No need to RSVP, just mark your calendar to attend utilizing the links above! We will also be recording a session, which will be available on the HR Connect blog.

In addition, it is expected that UW System will be holding system-wide town halls related to the salary structure in mid-November. Information will be shared about those town halls with the campus community when available.

More details about the Title & Total Compensation Project will continue to be communicated to employees in the HR Connect weekly email newsletter, the HR Connect blog, and on the UW System Title & Total Compensation Project website.

On behalf of the campus project team and leadership, we would like to thank you for your support of these efforts, and look forward to the upcoming implementation!

Position Reannounced – Campus Planner

This position reports to the Director of Facilities Management and Planning and participates in capital planning, budget preparation, space planning and design, and project management.  This professional position functions under limited supervision and is responsible for researching and developing complex documents that pertain to the needs of higher education.  Responsibilities will include site and transportation planning, architectural and mechanical systems, space planning, construction budgeting, and compliance with International Building Code and other regulatory requirements.  The position will prepare documents that support the university’s capital planning process in a way that is consistent with UW System policies and procedures.  Additionally, this position will effectively utilize computer-aided design software and database software to create and organize documents in an effective manner.

For further information and position responsibilities, please see the full position announcement.

To ensure consideration, please submit application materials by Sunday, October 3, 2021.

Submit Missing Leave Reports by September 30th to Avoid Sick Leave Reduction

Faculty, Academic Staff and Limited appointees (who have or had an active leave-eligible appointment) are required to submit monthly leave reports for each appointment, whether or not leave is used. Employees are required to report leave when it is taken, or if no leave is taken, to enter a “No Leave Taken” at the end of the month.

Employees who were required to take either individual or consecutive furlough days must also submit leave reports for the months furlough was taken. If no leave was taken for a month, a “No Leave Taken” entry must be made.

Submit Leave Reports by September 30, 2021

Failure to submit all leave for fiscal year July 2020 through June 2021 by September 30, 2021, will result in a permanent reduction of sick leave hours.

Even one unsubmitted leave report will reduce an employee’s sick leave balance resulting in less sick leave available to use if needed. Long term, a reduction of sick leave hours will result in fewer hours available to use for the Sick Leave Credit Conversion Program which allows employees to pay for health insurance in retirement.

How do I Know if I have Missing Leave Reports?

Employees with missing leave reports receive email reminders every two weeks listing their missing reports. Employees may also check for missing leave reports at any time in the MyUW portal.

Employees who do not submit all leave reports for fiscal year July 2020 through June 2021 before September 30, 2021, will receive an email notifying them of the permanent reduction in their sick leave hours.

Submitting Leave Reports

For information on how to submit leave reports, review missing leave reports, enter absences or no leave taken, review the resources on the Time and Absence Help Page.

Questions

If you have questions or are unable to report your leave in the MyUW portal, Human Resources at (920) 465-2396 or payrollandbenefits@uwgb.edu.

To review the sick leave policies:

Source: UW System Human Resources

Assistant Professor – Computer Science

The Resch School of Engineering at the University of Wisconsin-Green Bay seeks applicants for a tenure-track position in Computer Science, with specific experience in cybersecurity. The successful applicant will contribute to a growing Computer Science program in conjunction with a new STEM Innovation Center, a partnership with Microsoft, and an expanding Engineering School.

The successful applicant will also have the opportunity to work in a specialized cyber lab setting, engage students in undergraduate research projects, and be involved in community outreach projects, including STEM outreach activities.

For further information and position responsibilities, please see the full position announcement.

To ensure consideration, please apply by Monday, October 25, 2021.