Title & Total Compensation Project

The University of Wisconsin System has completed a complete redesign of its current classification and compensation structure. The goal of the Title & Total Compensation Project (T&TC) was to modernize the existing title and compensation programs which will, in turn, attract and retain the best talent for the organization.

Please see below for important links related to titling & compensation after T&TC implementation:

​Appeal Process

As part of the Title & Total Compensation Project (T&TC), all in-scope positions have been mapped to a title within the new structure. If an employee disagreed with their mapped title, they were able to formally appeal the decision no later than February 4, 2022. At this time, the appeal submission period for T&TC has ended.

Please note that by submitting an appeal, an employee was stating that their T&TC mapped UW System title was not accurate as of November 7, 2021. Any requests to review titles because of job duty changes which occurred after November 7, 2021 should be processed through the standard Title Review Request.

Additional Resources

General Title & Total Compensation FAQs:

Will I still be able to use a working title?

UW System has put out some guidance on the use of business titles (a term that will replace our current language of working titles). Employees may use the Business Title Request through BP Logix for any future requests for business titles.
This structure is different for some Academic Staff employees in that it doesn't allow for title progression based upon person-specific attributes (years of service in the position, performance, etc.). Does that mean there is no way for an employee to progress?

There are ways! If there is a significant change in job duties which warrants a review to determine if a position should be mapped to a new title (within a different salary range), you will continue to have the ability to either apply through recruitment for a higher level title or go through the Title Review Process (depending on if the change is a natural progression of the position or movement into a new position resulting in a vacancy).

Updated compensation policies and practices will be more focused on how to move employees through their pay range utilizing salary progression. Salary progression may be based upon a number of factors such as performance, market factors, knowledge, independence, scope of responsibility, and additional essential job functions which do not warrant a title change. 

What does this mean for Instructional Academic Staff (Lecturers and Senior Lecturers)?
The Title & Total Compensation Project introduces three new Instructional Academic Staff titles: UC put forward an Instructional Academic Staff Guidelines document which clarifies the institutional approach to using the Teaching Professor title series for ongoing, renewable IAS. Temporary Associate Lecturers and One-Year Lecturers will remain in the Lecturer title. The Teaching Professor titles are academic staff, and will not move to “faculty” as outlined by state statue and UW System policy.
For more information, please see the UW-Green Bay Institutional Guidance for Lecturers and Teaching Professors, which was approved at Faculty Senate on Wednesday, April 7, 2021.
Unfortunately, the timeline as communicated to us by UW System did not leave us a lot of time for mapping and employee manager conversations for instructional academic staff after their return to contract in late August. This was concerning, as we want to ensure that there is an adequate amount of time for the Colleges to appropriately assess our ongoing IAS colleagues with the new structure and allow an opportunity for thoughtful and equitable discussion with these employees.
Therefore, all IAS were mapped to “Lecturer” title for implementation (business titles of Senior Lecturer was used as appropriate), and then an assessment for mapping to the Teaching Professor titles during 2021-2022 academic year was engaged with effective date of revised titles in August, 2022. Ongoing IAS were notified of their revised titles in May, 2022.

Salary Structure FAQs:

How do you convert the annual salary range to an hourly salary range?

To convert an annual range to an hourly range, divide the minimum and maximum salaries by 2080 (full time equivalent # of hours worked in a year)

  • Salary Grade 17: $30,000 - $67,700
  • Minimum: $30,000/2080 = $14.42
  • Maximum: $67,700/2080 = $32.55
  • Hourly Range 17 = $14.42 - $32.55

What does the (B) and (C) mean in some job titles?

Within the most recent title library posted by UW System, you may have noticed that some titles include a (B) or (C) after the title name. That is a recently-determined detail for a small portion of the titles in the library. This title and salary structure continues the idea of creating differentiated job titles for leadership positions found systemwide or university-wide based on a small, medium, and large institution designation. In the previous structure, these positions saw an L, M, or S behind their title if they were in a scaled job. Now, those are adjusted to be no-letter/B/C.​

We call this scaling. Scaling is a type of further refining the market pricing for a job. A factor compensation professionals consider when looking at comparative peer salary data is budget/expenditures and size/FTE of an organization's structure. These letters reflect the UW System’s assessment of that comparative peer data.

Scaling is not title progression, so an employee at UW-Green Bay is not able to move from a C, to a B, to a non-lettered title.

UW System has determined that UW-Green Bay (as an institution) is in scale C, so any employees that have been mapped to a title that includes scaling will see the letter (C) next to their title. This does not change the title mapping or the standard job description language. It only refers to a differentiation in salary structure based upon the size and scope of the institution.

When did the new salary structure become effective?​

The new salary structure became effective November 7. UW System Compensation Staff has developed a staffing plan to continue to update and maintain the salary structure as ongoing work.

Meet your UW-Green Bay T&TC Project Team:

The UW-Green Bay T&TC Project team was made up of Compensation and Workload Committee members as well as HR Staff and Joint Governance Representatives. The role of the UW-Green Bay T&TC Project Team was to be a champion of the project and engage with subject matter experts and stakeholders. Feedback from campus constitutents flowed back through the Project Team structure to the UW System Steering Committee and TTC Planning Team. Since the project has been implemented, the Project Team is now dissolved. UW-Green Bay T&TC Project Team members included:
  • Melissa Nash - Director of Human Resources and AA Officer (Chair)
  • Amy Bartelme - Senior Student & Academic Coordinator 
  • Sara Chaloupka - Financial Specialist Senior
  • Jamee Haslam - Senior Financial Aid Advisor
  • Bojan Ljubenko - Director of Institutional Strategy and Effectiveness
  • Rebecca Nesvet - Associate Professor in Humanities
  • Lynn Niemi - Director of Student Accessibility Services
  • Megan Noltner - Employee Relations and Policy Specialist
  • Jena Richter Landers - Social Media Specialist
  • William Sallak - Associate Professor in Music
  • Jon Shelton - Associate Professor and Chair of Democracy and Justice Studies
  • Kimberly Sipiorski - HR Systems and Total Rewards Manager
  • Teri Ternes - University Services Associate 2
  • Sheryl Van Gruensven - CBO and Senior Vice Chancellor for Institutional Strategy
  • Aaron Weinschenk - Ben J. and Joyce Rosenberg Professor of Political Science