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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 campus area leader/officer is necessary to ensure adequate allocation of campus resources with regard to Position Count (personnel), funding, and internal resource allocation.

  • CBO and Senior Vice Chancellor for Institutional Strategy (Chair)
  • Provost and Vice Chancellor for Academic Affairs
  • Vice Chancellor for University Advancement
  • Vice Chancellor for University Inclusivity and Student Affairs
  • Executive Director of Marketing & Communications (non-voting liaison)
  • Human Resources Representative(s) (non-voting liaison)
For more information about the Position and Compensation Review Committee and a list of actions requiring committee review, please see the Position and Compensation Review Committee Guidelines.



Compensation is determined in line with SYS 1277: Compensation that presents the laws, rules, policies and practices pertaining to setting and adjusting salaries for all UW System employees.  Implementation of pay plan is outlined in SYS 1278: UW System Pay Plan Distribution Framework for University Workforce.
UW-Green Bay Compensation and Pay Plan Policy
UW System Compensation Appendices:
  • Appendix 1: Compensation 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