DCA Background (Non-Represented)
Intent:
The Discretionary Compensation Adjustment (DCA) is intended to provide the appointing authority with the discretion to provide employees with additional economic recognition. The appointing authority shall only grant DCA’s in accordance with the following criteria. The criteria must be applied in a non-discriminatory manner. Written justification must be provided to substantiate the adjustment. Employees may self-nominate to their supervisor no more than once per fiscal year.
Eligibility:
The DCA provisions apply to all non-represented classified employees in permanent or project positions assigned to broadbanded pay schedules 56 (Law Enforcement), 70 (Information Systems-related), and 81(General).
Amount:
Awards may be granted up to four (4) within range pay steps subject to the pay band maximum. Each employee is limited to receiving four (4) within range pay steps per fiscal year. This award can either be a lump sum payment and/or base building. Awards may be applied in any increment amount and can be granted anytime during the year subject to the total four step cap. In exceptional circumstances, an institution may submit a request to exceed the four (4) within range step limit. Such request, if approved, will be forwarded for final approval by the Secretaries of DER and DOA. These awards are not subject to the 10% total cumulative adjustment an employee can receive as provided in s. 230.12.(5)(d) Wis. Stats. To determine step sizes within a pay band go to the classification listing.
Note: Three and four step increases must be approved by UW System Administration.
Effective Date:
DCAs may be granted at any time during the fiscal year. If approved, the effective date will be the beginning of the first pay period after the DCA request is logged as "received" by the appropriate office based on each institution's DCA procedures. Awards cannot be retroactive prior to this date.
Funding:
All awards are funded from the appropriate salary line in the UWGB budget. DCAs will not be considered an intervening adjustment for purposes of determining an employee's pay on reinstatement or restoration.