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2023 -2025 Pay Plan

The 2023-2025 State of Wisconsin Biennial Budget includes raises for Universities of Wisconsin employees that are partially funded by the State and partially funded by UW institutions. The Pay Plan’s first installment is a 4% raise for eligible employees effective July 2, 2023. 

To be eligible for the 4% increase, employees must have met the following criteria as of the effective date:  

  • Be in an eligible employment classification (see FAQ below) 
  • All compliance requirements are completed: Preventing Sexual Harassment & Violence Training, Information Security Awareness Training, Mandated Reporter Training, other required compliance trainings upon hire, and Outside Activities Reporting 
  • Have a performance evaluation on record that supports solid and/or meritorious performance 
  • If a supervisor, have all direct report evaluations completed and all Outside Activities Reports approved
  • Have a hire date in an eligible position with UW-Green Bay prior to April 1, 2023 

The second installment will be a 2% increase effective in July, 2024. More information about that installment (including eligibility requirements) will be provided in spring, 2024.

Pay Plan Policies

Timeline & Effective Dates

  • Annual employees: Effective 7/2/2023
  • Academic year employees: Effective 8/21/2023

The new pay rate will be reflected on the January 11, 2024 paycheck and will include a lump sum equivalent to 4% for hours worked in an eligible position between July 2, 2023 and December 16, 2023.

Frequently Asked Questions

Which employee classifications are eligible for an increase under the pay plan? 

Faculty, Academic Staff, Limited, University Staff, and University Staff Project employees in ongoing positions with a budgeted FTE of 50% or greater will be eligible for pay plan. Employees paid from provisional, non-budgeted salary lines will not be eligible for pay plan. This includes all temporary employees (aside from University Staff Project Appointments), and positions less than 50% FTE.

What salary amount is used to determine the 4% pay plan?

Your salary on 7/1/2023 (annual employees) or 8/20/2023 (academic year employees) is generally used to determine the 4% pay plan.

One exception to these dates is if you had another type of base rate adjustment on the effective date of pay plan (7/2/2023 or 8/21/2023), such as a faculty promotion increase. If that is the case, your pay plan increase will be calculated utilizing the increased amount in accordance with SYS 1277, Compensation.

What if I am currently receiving a temporary base adjustment (TBA)? 

If an employee is eligible for the pay plan and currently receiving a TBA, their increase will be based off of their permanent base salary as of the pay plan effective date. The additional compensation received through the TBA will not be used to award pay plan dollars.  

How will I be impacted if I am currently part of the UW-Green Bay furlough program and eligible for pay plan?

You will remain on a 7-day furlough through June 29, 2024. Payroll smoothing will continue, now based upon your revised based salary post-pay plan. The backpay lump sum received on your January 11, 2024 paycheck will have the 3.68% smoothing percentage taken from October 8, 2023 (start date of the furlough program) through December 16, 2023.

If I started working at UW-Green Bay after the April 1, 2023 cutoff date, but worked at another UW institution prior, am I still eligible?

The hire date used to determine eligibility is based on when employment at UW-Green Bay began. Time served at an institution other than UW-Green Bay will not be used in determining eligibility.

What if I have changed eligible positions at UW-Green Bay recently?

  • Pay plan will be assessed based upon your ongoing salary and position as of 7/1/2023 (annual) or 8/20/2023 (academic).
  • If you changed positions through a recruitment or waiver on or prior these dates with no break in service, you will remain eligible for pay plan.
  • If you changed positions through a recruitment or waiver after these dates, you will receive backpay for your time in the previous position but will not be eligible for a pay plan increase for your new position.

What if I separated from employment prior to pay plan implementation?

Ordinarily, to receive pay plan, an employee must be active on payroll on the date pay plan is implemented. However, for implementation of the fiscal year 2023-2024 pay plan, an exception has been made for employees who retired or died after July 2, 2023, but prior to December 16, 2023.

Employees who died or retired will receive a lump sum payment for all hours in service between July 2, 2023, and their date of retirement or death. For purposes of retirement, the employee must have left employment and started their WRS annuity. Any payment under this section will be processed for payment on January 28, 2024.

Employees who are no longer active employees within the Universities of Wisconsin on the implementation date for any other reason will not receive pay plan.

Will I receive a formal pay plan notice communicating whether or not I am eligible for the July 2, 2023 pay plan?

All employees hired into ongoing, budgeted positions prior to July 2, 2023 will receive a formal pay plan notice either from UW Shared Services or UW-Green Bay Human Resources (depending on the particular circumstances).

If I have questions about pay plan after I have received my notice, who should I contact?

Please contact if you have questions about pay plan after you have received your notice.

For more information about the 2023-2025 pay plan, please see the Universities of Wisconsin Pay Plan FAQs.