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Title & Total Compensation Project

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

After a lengthy delay due to COVID-19, it has been announced that the new title structure will be implemented on November 7, 2021. The full title and standard job description library is currently posted on the UW System Title & Total Compensation Project website.

Upcoming Events (UW-Green Bay Timeline):

  • Week of November 15th: Formal notices of revised titles sent by UW System to employees
  • November 7, 2021 - February 4, 2022: Appeals submission period for employees 
  • Early 2022 through June 30, 2022: Appeals processing period. All appeals will be settled by June 30, 2022.

​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 disagrees with their mapped title, they are able to formally appeal the decision. To initiate a title appeal, an employee must submit a Title Appeal Request with supporting documentation between November 7, 2021 and February 4, 2022. The institution will settle appeals no later than June 30, 2022.

Please note that by submitting an appeal, an employee is 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.

Only title of record can be formally reviewed and appealed. Pay range, compensation, scaling, FLSA exemption status, business title, and language in the Standard Job Descriptions cannot be appealed. 

For more information about the Title & Total Compensation appeal process, please see the Title Appeal Guidelines - T&TC. For instructions to help in completing the Title Appeal Request form, please see the ​T&TC Title Appeal Guide.

For more information:

What's Staying the Same?

  • You will not lose your job. You will not have to re-apply for your job.
  • The work you do will not change.
  • Your supervisor and department will not change.
  • Your pay will not be cut.
  • Most employees will not receive a raise (with the exception of a very small number that will need to be increased to the minimum of the new salary range). Any increases in pay are out of scope of the project and will need to be funded and planned over time by leadership.
  • Your current benefits package will remain the same. Changes to current benefits offerings are out of scope of this project and subject to Board of Regents and legislature reviews and approvals.

What's Changing?

  • The current job titling structure is being updated and modernized. A job framework is the overall organization of jobs used for administering compensation and managing career progression. The new job framework contains job families, job sub-families, and career paths. 
  • As a result of this project, job titles will be market informed and will accurately capture the work currently being done at across the UW System.
  • Once the job title structure is finalized, salary/pay ranges will be updated to reflect the market data.

General Title & Total Compensation FAQs:

What happens if I am mapped to a title that is a different FLSA exemption status than where I am currently titled?

The Fair Labor Standards Act (FLSA) establishes federal minimum wage, overtime pay, and recordkeeping laws. It assigns each employee an exemption status, non-exempt (hourly) or exempt (salaried), based on job duties performed under each position title. A small number of current employees may have their exemption status change due to TTC.

Employee classification, University Staff and Academic Staff, is separate from FLSA. While employees will be required to change FLSA exemption status, employees will not be forced to change employee classification. Some employees may have the option to change employee classification if they so choose. 

Our office is working directly with employees who are affected by this change. We will provide more detailed information about the impact of this change and offer support to the employee and their supervisor, answering any questions or concerns either may have. 

Will I still be able to use a working title?

Currently, many employees have both a UW System title and a working title. This has been very important because our title structure is out of date, and employees need to have a working title to better describe externally what they do. Because the new title structure is market-based, the intent is to have significantly less working titles in the new structure, but there will be some needs moving forward. Therefore, the UW System has put out some guidance on the use of business titles (a term that will replace our current language of working titles).

During employee-manager conversations, it will be discussed whether a business title is needed for the position, in line with information within the
UW-Green Bay Title Guidelines. Business title requests can be submitted as a part of the employee-manager conversation reporting process. After implementation in November, 2021, 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. More information about salary progression within range may be available in Winter, 2021.

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 will be mapped to “Lecturer” title for implementation (business titles of Senior Lecturer will be used as appropriate), and then colleges will move forward with assessment for mapping to the Teaching Professor titles during 2021-2022 academic year with effective date of revised titles in August, 2022. Cabinet has approved this timeline.
This allows for the reasonable and thoughtful development of a structure for mapping of these titles to occur and would ensure that we are being inclusive of all parties that should be at the table when making these decisions.


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 if my salary is below the minimum?

Employees who are paid below the minimum of their title’s salary range may be eligible for a raise to minimum based on their university’s policies, at the discretion of the Chancellor. The raise would be effective November 7, 2021. This represents a very small number of people at UW-Green Bay, only about 1% of our in-scope employee population. Impacted employees will receive notice of the compensation increase during the week of November 8th, in alignment with the title change notice.

What if my salary is above the maximum?

Employees who are paid at or above the maximum of their job’s salary range will remain eligible for lump sum payments. However, they will generally not be eligible for base-building salary increases until the top of the pay range increases above their current salary, as is current practice. That said, there are no current employees at UW-Green Bay that are compensated above the range, so this does not impact our campus at this time.

What if my salary is below the middle of the salary range?

If your pay is within the salary range for your title, it will remain the same on November 7th. Salary placement within the salary range is based upon factors like the rate at which you were hired, experience, skills, quality of work, institutional compensation management practices, and available funds.

Can I appeal my title's salary grade?
No, each title in the library is matched with a salary grade and salary range that is evaluated and assigned by UW System compensation professionals based on market data using best practice market pricing methods. The only thing that can be appealed is if there is a better fit job in the job library.

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 does the new salary structure become effective?​

The new salary structure becomes 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 is 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 is to be a champion of the project and engage with subject matter experts and stakeholders. Feedback from campus constitutents flows back through the Project Team structure to the UW System Steering Committee and TTC Planning Team. UW-Green Bay T&TC Project Team members include:
  • 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