Compensation

The University’s goal is to attract and retain excellent employees while ensuring compliance with local, state, and federal regulations.  All titling and compensation decisions must be reviewed by Human Resources to ensure the University is internally equitable and externally competitive.

Please contact Human Resources for assistance with titling of new positions, career progressions, title changes, compensation and other related questions.
 

Position and Compensation Review Committee

The Position and Compensation Review Committee is a Chancellor appointed committee responsible for the allocation of campus resources. Representation from each division of the campus is necessary to ensure adequate allocation of campus resources with regard to Position Count (personnel), funding, and internal resource allocation.
Members:
  • Associate Chancellor for External Affairs and Chief of Staff
  • Provost and Vice Chancellor for Academic Affairs
  • Vice Chancellor for Business and Finance
  • Vice Chancellor for University Advancement
  • HR Director (non-voting liaison)
 

 Compensation

Compensation is determined in line with Operational Policy TC3: Compensation that presents the laws, rules, policies and practices pertaining to setting and adjusting salaries for all UW System employees.  Implementation of any pay plan is outside of this, and outlined in Operational Policy TC4.
Campus Compensation and Pay Plan Policy (under construction)
Appendix 1: Category A Salary Ranges
Appendix 2: Category B Minimum Salary Ranges
Appendix 3: Faculty Salary Minima
Appendix 5: University Staff Salary Ranges
Appendix 6: Crafts Worker Rates

Base Rate Adjustments
A base rate adjustment may be temporary or ongoing and may be appropriate in situations of retention, equity, or meritorious performance. All requests must be submitted by the Dean/Division Head for review by the Position Review Committee and the Chancellor.

Base Rate Adjustment Request

Additional Resources