University of Wisconsin–Madison

Frequently Asked Questions about UW–Madison’s Job Titles and Compensation

  • What is the salary range for my job? 

    All university jobs have a salary range. To view the salary range for your job, visit the Title and Standard Job Description Library. Use the search function and enter your official job title. Click on the “details button” to view the salary range for your job title. If you do not know your job title, you may find it on your earnings statement in MyUW.

  • Can I receive a pay increase if my salary is at or above the maximum of my salary range?

    If your salary is above the maximum of your salary range, you are eligible for a two percent base-building Pay Plan increase in January 2022 pending approval from the Wisconsin State Legislature’s Joint Committee on Employment Relations (JCOER). The awarding of a base-building Pay Plan increase in January 2022 is an exception. In previous years, employees who were paid at or above their maximum salary range received the pay plan increase in a lump-sum payment.   Pay Plan increases will not change your salary range. The Office of Human Resources will continue to monitor market data and adjust salary ranges to reflect market trends.

    For other pay adjustments on the pay increase website, you will not be eligible for a base-building pay increase until your salary is within the range. You are eligible to receive lump-sum payments for bonuses, performance, and retention. These earnings will be included in Wisconsin Retirement System (WRS) retirement calculations.

  • What happens if my salary is below the minimum of my salary range?

    As part of the Title and Total Compensation Project, the university created a new salary structure to align pay ranges with the labor market. If an employee’s salary was below their new salary range, effective November 7, 2021, they receive a pay increase to the minimum of their salary range. For all other employees, base pay does not change.  These pay increases reflect the university’s goal of offering competitive pay to attract, retain, and reward employees.

  • How will the university address pay compression?

    Pay compression occurs when employees who have significantly more experience and expertise in a job are paid similarly to those with less experience and expertise in the same job. Pay compression can also occur when an employee’s pay is almost as much as their supervisor’s pay.

    The Title and Total Compensation Project created a new salary structure and a foundation for the university to identify compression issues. Once the TTC Project job title appeals process is complete in fall 2022, university leadership will have better compression data. Once the university has a comprehensive picture of compensation issues and understands the budget needed to address these issues, leadership can thoughtfully work to resolve those issues with a long-term strategy. A thoughtful long-term strategy allows the university to provide a solution that is sustainable and maintains salary balance within the entire organization.

  • Why does my salary range not have a minimum?

    Some salary ranges that were not part of the Title and Total Compensation Project (grades 51-99) do not have a designated minimum. These salary ranges remain unchanged. Many jobs share the same salary range and minimums vary based on title and alignment with market data. For more information, please contact your local human resources professional.

  • Why does my salary range not have a maximum?

    Some salary ranges that were not part of the Title and Total Compensation Project (grades 51-99) do not have a designated maximum. These salary ranges remain unchanged.  Many jobs share the same salary range and the maximum salary varies based on title and alignment with market data. For more information, please contact your local human resources professional.  Jobs without a maximum salary range are subject to the Executive Salary Board of Regent Policy. For more information, please contact your local human resources professional.

  • How do the market studies and the new salary range adjustments work with Pay Plan?

    Pay Plan is an across-the-board increase for all eligible employees. This type of pay increase typically increases base pay by a flat percent (such as by two percent). The pay plan will not affect the new salary ranges created during the Title and Total Compensation Project.  Changes to the ranges will be determined by a market evaluation every two-to-three-years.

  • What does my salary grade number mean? 

    Salary grades help human resources professionals easily identify salary ranges in the university’s salary structure. For example, salary grade 15 refers to a salary range of $31,200-$57,900.

  • How was I assigned to my salary range?

    Your assigned salary range is based on your job. Employee jobs are matched to jobs in the labor market. Jobs at UW–Madison are then assigned to a salary range based on the typical range of pay for that job in the labor market. The university regularly reviews market data to ensure jobs are assigned appropriately to salary ranges. The website How UW Compares Pay to the Market describes the market data used to build the university’s new salary structure.

  • How do I move to a different salary range? 

    Employees have multiple ways to advance. This includes growing or progressing in a current job and by promoting into a new job. Advancing to a different salary range requires promoting to a new job. A promotion is a change in title and job responsibilities. To receive a pay increase within your current salary range is a progression. To progress does not require a change in title or responsibilities. For more information view Progression and Promotion.  The Pay Increase page has more details on how employees can receive an increase in their current role.

  • When will the university update salary ranges?

    Changes to the salary ranges will be determined by a market evaluation every two-to-three-years. This ensures the salary ranges remain market informed and are also not subject to market volatility.

Questions?

If you have additional questions, please contact the local human resources contact where you work.

For frequently asked questions about the Title and Total Compensation (TTC) Project, visit the TTC Website.