Category: Uncategorized

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 Loss – The 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 Marathon – This 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 Stress – Mindfulness, 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.

Ergonomics for your home workstation

Are you starting to experience any of these symptoms after working at your home work station?

  • Discomfort
  • Pain
  • Numbness
  • Loss of motion/flexibility
  • Stiff joints
  • Tingling

Listen to your body – these are symptoms that the ergonomics of your home workstation may not be right.  Make changes to your ergonomic environment at home so that your body is in a neutral position (DOA Proper Neutral Posture poster).  You want to avoid awkward posture (ex. slouching – shoulders should be relaxed and should have a straight line from lower back to top of head), avoid reaching out to get to keyboard or mouse (should be close enough to reach easily when your elbows are at 90 degrees), have your feet flat on the floor, and keep knees at 90 degree angle (if sitting).

The State of Wisconsin Department of Administration (DOA) provides some additional helpful resources:

If you sit at a desk or table to work at home, consider making some small adjustments so that you are more comfortable.  In the example above, the picture on the right shows how she used items easily available at home to improve her work area.

  • She added a patio furniture cushion to her chair
  • Put a box under her laptop to improve her neck alignment
  • Connected a keyboard and mouse to her laptop to improve her posture
  • Put a shoe box under her feet to keep her knees at a 90 degree angle (could add a non slip pad under if needed)
  • Rested her wrists on a folded towel to improve her wrist position

Do you sit on the couch while working from home?  Here are some tips you can consider, that were used in the second photo.

  • Add a cushion or pillow behind your back
  • Use a TV tray or card table for your computer/keyboard
  • Put laptop on a box to improve neck alignment
  • Have feet flat on ground to improve circulation

If you stand while working at home, here are some tips that helped in the photo on the right.

  • Wear shoes for better support
  • Put laptop and/or keyboard on a box to change their height
  • Connect keyboard and mouse to laptop

Some other tips:

  • Monitors should be placed directly in front of you at the same height, so that your eyes stare straight ahead at them. (DOA Workstation Arrangement poster)
  • If you have two monitors, your primary screen should line up with your dominant eye (ex. if your right eye is your dominant eye, your right monitor should be your primary screen).
  • Do you have sufficient lighting that doesn’t glare on the screen?  Consider adding a lamp or supplemental lighting to your work area.
  • 20/20/20 rule – every 20 minutes, look at something 20 feet away for 20 seconds to avoid eye strain.
  • Every hour, take a stretch break – stand up, stretch your arms, neck and legs.  Do some hand stretching exercises.  (DOA Take A Break! poster)
  • Apply Ergonomics While Working From Home – helpful brochure from DOA

Please evaluate your home work station, and implement some of the changes noted above so that you feel more comfortable and keep your body healthy while working.

Phoenix Forward – Reminder of Workplace Expectations and Flexible Staffing Options

Workplace Expectations:

While our University is doing exceptionally well in maintaining a safe environment for students and staff, it is important that we not become complacent with our adherence to the COVID 19 Workplace Expectations. It is critically important that all faculty and staff continue to strictly follow the 3 W’s; Wear your mask / Wash your hands / Watch your distance. In addition to following the safety guidelines, it is also necessary that all faculty and staff follow public health principles when not on a campus. If you are attending any group event, you should still use face coverings and practice social distancing; you should continue to consider whether the activity you are participating in would place you, and subsequently your colleagues at risk of infection; and if you engage in an activity where social distancing is not possible or do not use face coverings, you should isolate from campus for 14 days from the date of that event.

Our University has successfully avoided outbreaks and dramatic increases in active COVID-19 Cases because of the dedication and willingness of our faculty and staff in complying with these safety standards, and we will remain able to operate with that continued commitment.

K-12 adjustments, eFMLA and Flexibility:

The University of Wisconsin – Green Bay and the Office of Human Resources and Workforce Diversity are committed to providing a flexible working environment to facilitate employee work/life balance while still meeting operational needs. The policies and processes referenced on the Phoenix Forward Leave Resources page provide resources for employees to facilitate the exceptional needs they may have if they become infected, suspected, or exposed-close contact to COVID-19. These policies and processes also provide flexibilities given modifications in K12 school delivery, closures and reductions or capacity of day cares, and limits to other day services provided to assist care takers during the COVID-19 event.

Outside of these formal leave policies (COVID-19 leave and eFMLA), if possible based upon departmental operations, supervisors are expected to allow employees options for remote work and/or flexible work schedules in order to accommodate childcare or caregiver responsibilities.

Office Staffing:

With the sudden move of many local K-12s to a virtual setting as well as the community spread of COVID-19 in Brown and surrounding counties, planned staffing for many offices have been disrupted.  While there is a desire to continue to provide as much direct service to the University Community as possible, it is understood that the need for employees to isolate due to infection or exposure to COVID-19 as well as needs of employees to assist with virtual learning may cause staffing issues that were not part of an operational area’s original planning. The priority of any operational area should be the safety of the University Community.

Employees should be reminded to complete the Reporting Form and of the isolation requirements if they become infected, suspected or exposed-close contact. Employees should be supported in their decision to isolate if they believe that they may place others at risk of exposure. The University continues to strongly encourage flexibility with employees who need to provide assistance with virtual learning.  Based on these priorities, office may need to amend their planned hours of on-campus operation. In the event that operational areas need to modify on-campus office hours, the area leader should be noticed of the need for modification. It is requested that any changes are clearly posted at the entrance so that members of the public are aware of these changes. If there are long-term changes to standard office hours, please communicate that change with Marketing & University Communication so that the campus snapshot can be updated as needed.

Performance Evaluations: Non-Instructional Academic Staff & Limited Employees

As we begin a new fiscal year, it is time for annual performance evaluations for Non-Instructional Academic Staff & Limited Employees. Annual performance evaluations are a key component to employee performance and development. The objectives of annual performance evaluations are to provide all employees and their supervisors an opportunity to:

      • Discuss job performance
      • Set goals for professional development
      • Establish objectives for contributing to the department’s mission
      • Discuss expectations and accomplishments
      • Discuss career progression eligibility

Non-instructional academic staff and limited employees and their supervisors should begin the performance evaluation process for the prior fiscal year (July 1, 2019 – June 30, 2020) as soon as possible. Please follow the procedure outlined on the Performance Evaluation Narrative Form, submitting the completed evaluation to the area leader’s office no later than Friday, August 28, 2020. Please note – An annual performance evaluation is not required for individuals hired after July 1, 2019 if a six-month evaluation has already been completed.

Part of the performance review process should be a discussion regarding changes in position responsibilities, appropriateness of the assigned title, and the eligibility towards career progression if employees are in a progression series title.

Per the UW-Green Bay Compensation and Pay Plan Policy, compensation adjustments must be based upon merit and employee performance.  Therefore, any future pay adjustments will be contingent upon satisfactory performance.

If you are interested in receiving training related to performance evaluations, career progression and title change, and/or academic staff contracts, or have any questions regarding these processes, please contact hr@uwgb.edu or (920) 465-2390.

Please review the statement published by the Academic Staff Committee on Annual Reviews here.

Workforce Wide Furlough Plan for July 1, 2020 – December 31, 2020

Commencing July 1, 2020 and continuing through December 31, 2020, the University of Wisconsin-Green Bay will implement workforce-wide furloughs for ongoing employees (not otherwise exempt) for the purpose of reducing overall institutional expenses in anticipation of reduced program revenue and loss of state funding.

Eligible employees will be furloughed November 27, 2020 (Day after Thanksgiving) and all campus locations will be closed for business on that date. In addition to that day, eligible employees will be required to take additional days of intermittent furlough between July 1, 2020 and December 30, 2020, with the number of furlough days based upon base annual salary as outlined within the Workforce-Wide Furlough Plan.

Individual notices outlining furlough allocations will be delivered to employees via email tomorrow, June 19, 2020. Employees currently on consecutive furlough will also receive that notice via postal mail.

For more information about the FY21 Workforce-Wide Furlough Program including process, timeline, and exemptions, please see the Workforce-Wide Furlough Plan.