Overview of what is changing for Compensation

Starting July 2025, employees will utilize Workday for all compensation changes. 

What is Changing? 

• Lump Sums and Temporary Base Adjustments (TBA)  

• • Expect new terms in Workday 

• • TBAs will no longer be paid on base compensation. Rather, amounts will be paid on separate “allowance” (similar to how lump sums are paid in HRS) 

• Approval to change business titles (working titles) - The process to approve business title changes will be conducted in Workday beginning July 7, 2025.  

• Historical data – Workday will not display historical transactional data prior to Workday implementation for employee view. This information will instead be captured in a new Enterprise Analytics Platform (EAP). 

• Retirement of ancillary systems  

• • Overload Approval System – will be replaced by Workday on July 7, 2025. Training and approval workflows will be communicated for both internal overloads as well as inter-institutional overloads.

  • Job and Employee Management System (JEMS) – will be replaced by Workday on July 7, 2025. A variety of business processes will be used based on specific transaction type. 

  • Oracle Business Intelligence Enterprise Edition (OBIEE) – will be replaced by Workday on July 7, 2025. A new reporting functionality will be utilized in Workday. Reports for relevant employees and job codes will be available to assist with equity and parity requests. 

 Overall, you can expect an increase in autonomy and responsibility to advance recruitments and compensation/title changes moving forward. 

What stays the same: 

• Your compensation portfolio point of contact remains unchanged. The Compensation Center of Excellence will continue providing strategic consultation to units across campus, evaluating market data, building tools for the HR community, and reviewing compensation practices. 

• UW–Madison's salary structure - a framework to attract, recruit, and reward employees. 

• • The Title and Standard Job Description Library includes salary ranges, standard job descriptions and titles for every job at the university.

  • Salary Structure with Midpoints and Quartiles (PDF)

  • Scaling - Schools, colleges, and divisions at UW–Madison are categorized as A, B, or C 

• Salary Administration Guidelines - This document describes the guidelines for administering salaries at the University of Wisconsin—Madison. 

The work related to compensation will continue to stay the same but how we process it will change with our transition to Workday. 

How to prepare: 

• Proactive clean-up activities – Action needed to remove items from “Draft” or “unfinished” status 

• • TBA Cleanup – All TBA’s must have end dates entered in JEMS. If an employee left while receiving a TBA, please work with your CCoE contact to ensure the TBA is ended appropriately in HRS and JEMS.

  • Overload – Overload tracking will require increased school, college, and divisional organization. Training on Period Activity Pay will be developed and provided.

  • JEMS PVL & Rate/Title – Effort should be made to advance transactions forward to “Finished” status or “Canceled” if no longer needed. Transactions in “Draft” status will not be moved over to the Workday system. 

• Review HR Business Process Reviews 

• Employees will be notified when compensation specific training is developed and scheduled. 

Who to contact for help: 

For questions regarding how compensation processes will be changing in Workday, contact compensation@ohr.wisc.edu.