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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 in November of 2021. The full title and standard job description library is currently posted on the UW System Title & Total Compensation Project website.

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.
  • You will not receive a raise. 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.

Upcoming Events (UW-Green Bay Timeline):

  • July 1, 2021 - September 10, 2021: Employee-Manager Conversations
    • During these conversations, employees will learn their proposed mapping to the new title structure and confirm that the new title and Standard Job Description accurately describes the work they do. Employees will also collaborate with managers to develop a revised UW-Green Bay Position Description.
  • September, 10, 2021: All finalized mapping back to HR for submission to UW System
  • November, 2021: Go-Live of the new title structure. Employees will receive a formal notification from UW System of their new title.
  • November, 2021 - June, 2022: Formal appeals period (tentative dates)

​For more information:

Frequently Asked Questions:

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. 

In the coming months, our office will work 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. We plan to offer meetings and supplemental documents to ensure a smooth transition this fall.

What if I don't agree with my mapped title after employee-manager conversations?
We hope that any disagreements are able to be resolved during employee-manager conversations. However, if there are not resolutions made during the employee-manager conversation, later this fall (after the November implementation date), employees will have an opportunity to file a formal appeal of their new official TTC title after TTC is implemented. Employees will be able to formally appeal their mapped job title, however they will not be able to appeal their pay, the title's assigned pay range, or FLSA status. This process is still being developed and details will be shared with campus as soon as possible. 
 
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 Draft Title Guildelines. Business title requests can be submitted as a part of the employee-manager conversation reporting process. After implementation in November, 2021, w
e will be using the BP Logix system 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 will be available in Fall, 2021.
 

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