August Wellness Activity: Sustainability Bingo

Have fun with Sustainability Bingo for August and learn sustainable habits. Use the bingo card to keep track of activities you complete. Complete a full row of sustainability activities, cross off the boxes and email wellness@uwgb.edu with a picture of your bingo card to receive a code to self-report your participation in this employer sponsored well-being activity for Well Wisconsin at webmdhealth.com/wellwisconsin. Hopefully, participating in this challenge will encourage you to recognize small actions can make a big difference for our environment.

Deadline to receive a code is September 30, 2021.

BINGO CARD

“Never doubt that a small group of thoughtful, committed citizens can change the world. Indeed, it’s the only thing that ever has.”   

—Margaret Mead

Source: Well Wisconsin

Changes to Committee on Accessibility Issues Effective July 1st

As UW-Green Bay continues to enhance our efforts related to equity, diversity, and inclusivity, we wanted to share changes to our institutional Committee on Accessibility Issues. These changes are being made to better demonstrate our commitment to accessibility for our students, faculty, staff, and the greater community.

First, in an effort to align with the university’s commitment to inclusivity and supporting accessibility, the Committee will report to Dr. Corey King, Vice Chancellor for University Inclusivity & Student Affairs.

To strengthen our support for UW-Green Bay employees, Kimberly Sipiorski, HR System & Total Reward Manager/Employee ADA Coordinator, will Co-Chair the Committee with Lynn Niemi, Director of Student Accessibility Services starting on July 1, 2021. Theresa Mullen has stepped down from the Student ADA role & Co-Chair to pursue other opportunities.  We value the time and commitment Theresa has given to the University for the past three years.  Thank you, Theresa!

Effective July 1, 2021, Dr. King will serve as ADA Coordinator for students and guests to handle ADA grievances and appeals.  Melissa Nash, Director of Human Resources/Affirmative Action Officer will serve as the resource for employee ADA appeals.  Dr. Steve Meyer continues to act as the University’s Ombudsperson.

Lastly, the Committee has recommended that the entire campus recognize October as National Disability and Employment Awareness Month. We are asking that our campus partners, departments, and programmers help us recognize the importance of accessibility/disability during the month of October.  Please stay tuned for more information from the Committee as we get closer to the Fall.

These are exciting times.  Go Phoenix!

Dr. Corey King – Vice Chancellor for University Inclusivity & Student Affairs

Melissa Nash – Director of Human Resources / AA Officer

Title & Total Compensation Project – Supervisor Session Recording

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, it has been announced that the new title structure will be implemented in November of 2021. The full title and standard job description library is currently posted on the UW System Title & Total Compensation Project website.

To prepare for implementation, employee-manager conversations will take place between July 1, 2021 and September 10, 2021. For more information about T&TC (basics, history, mapping information, etc.), please view the recently-published T&TC Open Forum Recordings.

The Office of Human Resources and Workforce Diversity recently held sessions for supervisors to learn more about the logistics of employee-manager conversations. For a recording of the supervisor session, please click here.

Additional information and resources for the Title & Total Compensation Project can be found on the UW System Title & Total Compensation Project website. Supervisors are encouraged to review the Employee-Manager Conversation Toolkit and eLearning Module for more information about the Project and the role of a manager during the employee-manager conversation process.

In addition, more details specific to supervisors regarding next steps in employee-manager conversations will be delivered via email on June 25, 2021. Please watch for that communication.

On behalf of the campus project team and leadership, we would like to thank you for your continued engagement as we take the next steps in this initiative. Please contact Human Resources at hr@uwgb.edu or ext. 2390 if you have questions.

Title & Total Compensation Project Supervisor Sessions – June 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. After a lengthy delay due to COVID-19, it has been announced that the new title structure will be implemented in November of 2021. The full title and standard job description library is currently posted on the UW System Title & Total Compensation Project website.

To prepare for implementation, employee-manager conversations will take place between July 1, 2021 and September 10, 2021. For more information about T&TC and UW-Green Bay’s timeline, please view the recently-published T&TC Open Forum Recordings.

Supervisor Training:

We will be holding three supervisor sessions to provide important information for supervisors about the upcoming employee-manager conversation process. These sessions will be specific to the process happening this summer, so even if you participated in supervisor trainings a couple of years ago, you are encouraged to attend one of the following sessions:

No need to RSVP, just mark your calendar to attend utilizing the links above! We will also be recording the sessions and will make those available on the HR Connect blog. If you are new to T&TC, please view an Open Forum Recording before attending a supervisor session, as we will not be going into detail regarding the background and history of the project.

Additional Resources:

Additional information and resources for the Title & Total Compensation Project can be found on the UW System Title & Total Compensation Project website. Supervisors are encouraged to review the Employee-Manager Conversation Toolkit and eLearning Module for more information about the Project and the role of a manager during the employee-manager conversation process.

For questions about the Title & Total Compensation Project or supervisor sessions and resources, please contact the Office of Human Resources and Workforce Diversity at hr@uwgb.edu or (920) 465-2390.

Title & Total Compensation Project Open Forum Recordings

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, it has been announced that the new title structure will be implemented in November of 2021. The full title and standard job description library is currently posted on the UW System Title & Total Compensation Project website.

To prepare for this implementation, the Office of Human Resources and Workforce Diversity recently held open forums for employees to learn more about the Project. For recordings of these open forums, please click on the links below:

    • Longer Forum (topics include full background and history of the project, timeline, job framework, job descriptions, job mapping, compensation, and information about employee-manager conversations)
    • Shorter Forum (brief update about timeline, job mapping, compensation, and upcoming activities)

More details about the Title & Total Compensation Project will be communicated to employees in the HR Connect weekly email newsletter and blog throughout the summer and early fall. In addition, information can be found 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 continued engagement as we take the next steps in this initiative. Please contact Human Resources at hr@uwgb.edu or ext. 2390 if you have questions.

Spring Break- Travel Reminders & Testing Requirements

As Spring Break is quickly approaching both here at UW-Green Bay and local K12 schools, campus community members may look to take time off. It is important that all individuals continue to be diligent in respecting COVID-19 protocols. An outbreak of infection upon return from the break period may prove to be detrimental to the campus, and may result in the disruption of services for the remainder of the academic year. For this reason, students/staff/faculty are being encouraged to forego travel plans, opting instead to remain in the area for Spring Break.

For those who persist with travel plans, please note that air or other mass transit travel remains highly discouraged and may subject the traveler to self-quarantine for 14 days upon return if CDC guidelines are not followed. Per recommendations from public health officials, if travelers choose to travel outside their community or travel using confined means, it remains recommended that contact with non-household members should be limited for 14 days upon return and symptoms should be closely monitored.  More specific information can be found at the Wisconsin Department of Health Webpage: Making Decisions. Prior to any travel, you are encouraged to review the UW-Green Bay Travel Guidelines.

Due to many from the campus community choosing to travel for at least a portion of the break and the risk of introducing the virus to the campus upon return, it is extremely important to resume bi-weekly testing immediately following Spring Break.  It is expected for any Faculty and Staff member needing to enter a campus building once a week or more, that they have tested negative for COVID-19 through a surveillance test or negative through a subsequent confirmation test administered not more than 14 days prior to accessing the campus building. To assist with prompt post-break testing needs, the UW-Green Bay Testing Center will be available at the following times:

          • Sunday, March 21         1:00PM-5:00PM
          • Monday, March 22        7:00AM-4:00PM
          • Tuesday, March 23        7:00AM-4:00PM
          • Wednesday, March 24  7:00AM-4:00PM
          • Thursday, March 25      7:00AM-4:00PM
          • Friday, March 26            8:00AM-NOON

All testing participants should make appointments for testing by utilizing the MyPrevea app or by visiting MyPrevea.com.

For questions regarding travel or testing requirements, please contact Human Resources at hr@uwgb.edu or (920) 465-2390.

 

Librarian (Marinette Campus)

This position reports to the Assistant Director for Collection Management Services and has primary responsibility for delivering an array of library services to support the campus community and public. Working in coordination with the staff at the main UW Green Bay library, the services include: providing instruction and assistance to students and faculty/instructors, overseeing the circulation of materials, maintaining the collection to support the curriculum offered, and maintaining a strong professional knowledge of library best practices.

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

To ensure consideration, please apply by Monday, April 5, 2021. 

Workshops to Offer Details on Upcoming Employee Paycheck Changes

UW System recently announced benefits deduction and payroll frequency changes for employee paychecks. Benefits deductions will be split evenly between biweekly paychecks for all employees and paycheck frequency will change for employees who are currently paid monthly.

If you are currently paid biweekly, most deductions for benefits such as health, dental, vision, and life insurance will be split evenly over the first two biweekly paychecks each month starting with your April 22, 2021, paycheck. Learn more about how this will affect you and your paycheck on the Split Benefits Deductions resources website.

If you are currently paid monthly, you will be paid on a biweekly schedule beginning in July. Learn more about when these changes to your paycheck will go into effect on the Single Payroll resources website.

Town Hall Meeting for Split Benefits Deductions – February 16
If you are currently paid biweekly, you are invited to attend a virtual Split Benefits Deductions Town Hall Meeting on Tuesday, February 16, from 2:00-3:00 p.m. Learn when the split benefits deductions go into effect, how they will affect your paycheck, and what to do to prepare for the change. You will be able to ask questions of the presenters in the chat feature.

Join the Town Hall Meeting, Tuesday, February 16, 2:00-3:00 PM
Event password: UWSAsbdth216
Audio conference: 1-415-655-0003
Access code: 120 655 5923

Town Hall Meetings Schedule for Single Payroll Change
If you are currently paid monthly, attend one of four virtual Single Payroll Town Hall Meetings. Learn how you will be paid during the transition, how the new payroll schedule will affect your paycheck, and what you can do to prepare for the change. Each session will provide the same information. Go the Single Payroll resources website to join one of these town hall meetings:

Wednesday, March 3, Noon-1:00 PM
Tuesday, May 4, 8:00-9:00 AM
Thursday, May 13, 4:00-5:00 PM
Monday, May 17 1:00-2:00 PM

Spending and Savings Plan Workshops
UW System is teaming with UW Credit Union Financial Mentors to help you plan for changes in your paycheck. The Spending and Savings Plan Workshops will help you create a spending and savings plan that works for you. You must register for the workshop. You can register right up until the workshop starts.

Get More Information on Your Payroll Change
Visit the payroll change website that corresponds to your current pay schedule to get FAQs, Personal Budget Planning Seminars, Town Hall Meeting Schedule, and Paycheck Schedule.

Source: UW System Human Resources

University Staff Performance Evaluations

It is hard to believe we are already almost a month in to the new year, and with it begins the University Staff performance evaluation process for the evaluation period of January 1, 2020 – December 31, 2020. As a supervisor, it is your role to initiate the annual review process with University Staff who report to you.

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.

Resources:

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.

Changes due to the impact of COVID-19

As part of the Performance Evaluation process, it is important that we recognize the opportunities, challenges and changes in the way employees did work due to the global COVID-19 pandemic. In Spring, the University Staff Committee petitioned and received approval on a statement to adjust goals for staff on performance evaluations and recording time and effort. Please review the full statement here.

In support of the work the UW System Caregiver Taskforce has done, the University Staff Committee has requested to provide a voluntary assessment tool to employees to allow an opportunity to provide information about the impact that COVID-19 had on the employee. This voluntary assessment tool “COVID-19 Rubric” will be shared directly with all University Staff employees by the University Staff Committee in the coming days. As part of the communication, employees will be advised that should they voluntarily choose to complete the form they should submit it in conjunction with their self-evaluation (R.A.P.) to their supervisor. Supervisors are encouraged to review the submitted documentation and discuss the impacts COVID-19 had on the employee and their workload. Supervisors should include the voluntary assessment if one was completed when submitting the final performance evaluation document to Human Resources to be kept as part of the personnel file.

In an effort to facilitate timely completion, evaluations are due by Friday, March 26, 2021.

Please note that annual performance evaluations are not required for individuals who have had a probationary review on or after July 1, 2020, 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.

Employee Assistance Program & Resources

The Office of Human Resources and Workforce Diversity understands that with the losses we have experienced within our campus community, COVID-19 pandemic, and turbulence in our country and the world, faculty and staff (and their families and friends) may be dealing with a great amount of grief and stress. Our office is committed to providing resources to both employees and supervisors during this time. Please see below for important resources that can be utilized at any time:

Employee Assistance Program

The University of Wisconsin-Green Bay’s Employee Assistance Program is a free, confidential service which can provide support for both personal and work-related concerns. The EAP may also assist with legal/financial situations or help with work-life balance. Employees have access to confidential, completely private, 24-hour, 7-days-a-week counseling and online services.

As of January 1, 2021, EAP services are now provided through Kepro. Kepro may be contacted by:

  • Phone: (833) 539-7285
  • Website: mylifeexpert.com. (Username: SOWI).  Employees will need to create an account to access the EAP resources online.
EAP Services & Resources

Additional information pertaining to the services and resources available through the EAP may be found here.

Grief Handout

Given the recent losses within our community, we have also made available a handout provided by Kepro related to grief.

Recorded Webinars

Kepro has a number of recorded webinars available on their website to view at any time.  A few examples include:

  • Dealing with Grief and LossThe death of a family member or close fried is, undoubtedly, one of the most difficult experiences in life.  This webinar discusses the process and stages of grief and learning to move toward resolution of this emotionally trying time.
  • Emotional Composure – Remaining Unruffled & Dynamic Under Stress – Emotions are a healthy part of the human experience.  Acknowledging emotions and understanding your personal stress style is the first step in beginning to control them.  This webinar discusses a selection of customary stressors as well as techniques for exercising control over them.
  • COVID is No Longer a Sprint – It’s Now a MarathonThis webinar addresses how the COVID-19 pandemic is no longer a sprint but is now a marathon.  It focuses on the categories of anxiety, common COVID apprehensions, and tools for reducing your COVID anxiety.
  • Practicing Mindfulness to Reduce StressMindfulness, the practice of maintaining a moment-by-moment consciousness of our thoughts, feelings, physical sensations, and environment, through a calm nurturing lens, that stresses that there is no “right or wrong” way of thinking, feeling or doing things and reflecting only upon the present moment can lead to greater perspective, and calm from life’s stresses.
Monthly Webinars

Kepro provides live monthly webinars on a wide variety of topics.  Click here to view the webinar schedule for 2021.  January’s webinar – Leading During Uncertainty – is scheduled for Wednesday, January 13, 2021 from 12:30-1:30 p.m., and is designed to provide guidance for leading during the pandemic. You may register to attend this webinar through Kepro’s website.  The monthly webinars are recorded, uploaded to Kepro’s website and available to view at your convenience.

SilverCloud

SilverCloud is an online platform that offers self-guided, interactive programs and skill-building tools to help with mental health well-being and stress management.  It is available to all employees and students at no cost. To learn more or to begin using SilverCloud, click here.

 

The Office of Human Resources and Workforce Diversity stands ready to support employees and supervisors during this time.  Please feel free to contact Human Resources at (920) 465-2390 or hr@uwgb.edu if you would like additional information or have any questions.