The University of Wisconsin–Madison, in collaboration with UW System and Mercer Consulting, is conducting a two-year review of current job titles and total compensation. Through extensive campus engagement, the Title and Total Compensation Study will result in relevant and market-informed titles, pay scales, and benefits/work-life and leave structures.
UW–Madison has not completed a review like this in 30 years. The results will help the university sustain and grow its outstanding workforce. An outstanding workforce allows UW–Madison to fulfill its vision as a model public university in the 21st century, serving as a resource to the public and working to enhance the quality of life in the state, the nation, and the world.
The results of the Title and Total Compensation Study will help employees advance in their careers at UW–Madison in three ways:
- Employees will see how their job and title compares to positions across campus and at other organizations.
- Employees will have clear guidelines to make informed choices about advancing in their careers at UW–Madison
- Managers will have tools to make informed decisions about pay or promotional opportunities for their employees
The study will result in relevant and market-informed titles and pay ranges. No employees will lose their jobs and base pay will not be reduced as a result of the study. The results will provide guidance on how to make “progress toward competitive compensation relative to our peers and market medians.”1
“The success of UW–Madison is dependent on recruiting and retaining the best and most talented faculty and staff. This vital initiative will be key to maintaining and enhancing the excellence of our workforce. We look forward to broadly engaging the university community on this important study.” Laurent Heller, Vice Chancellor, Finance and Administration, UW–Madison
Interconnected project teams make up the UW–Madison project structure for the Title and Total Compensation study. The teams will provide clear and consistent communication throughout the study. Employees will provide input on the job framework and be involved in the development/review of their job descriptions. Visit the Listening Sessions schedule for ongoing opportunities to provide input.
There are five phases in the Title and Total Compensation Study. The study began in February 2017 and the project teams completed Phase One in June 2017.
In Phase Two, the project teams drafted a Job Framework and aligned job groups and sub-groups to this framework. In the fall of 2018 the teams held forums and listening sessions to educate employees about the study and gather their input on the draft job framework.
Employees and managers will update job descriptions in the fall of 2018. The study will conclude in March 2019.
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