What are the objectives of the Title and Total Compensation Study?
The Title and Total Compensation Study is a joint effort between University of Wisconsin System (UWS) and UW-Madison. The objectives of the study include:
- Develop clearer and more competitive job title and compensation structures
- Ensure job titles accurately reflect duties and responsibilities
- Provide sustainable methods to maintain market-informed title and compensation structures
- Build in career progression where it makes sense
- Include job titles and compensation structures for academic, university, and limited staff
- Review compensation for graduate students
- Enhance recruitment and retention
What will the study accomplish?
The study will provide a revised job title structure and a market-informed salary structure. The results will allow the UWS and UW-Madison to attract and retain top talent.
Who are the executive sponsors of the study?
The Executive Sponsors are Raymond Cross, President of the UW System; Rebecca Blank, Chancellor of UW-Madison; David L. Miller, Vice President for Administration at UWS; and Michael Lehman, Interim Vice President of Administration and Finance at UW-Madison.
What is the TTC Advisory Council and what are the members’ roles?
The Advisory Council is a UW System and UW–Madison group that plays a strategic role in guiding the joint study. AC members include campus stakeholders (governance, administration, etc.) from UW–Madison and other UW institutions. The role of the AC members includes educating, supporting and communicating with their respective constituents about the study and providing the planning team with advice on different aspects of the study.
How was the Advisory Council formed?
The Advisory Council was created by the executive sponsors to provide the opportunity for system stakeholders, including governance groups, to participate in the study as an advisory group representing the voice of their constituents.
Who are the key decision makers in the study?
The key decision makers are the Executive Sponsors and the Board of Regents.
What is the timeline for the study?
The estimated timeline for the Study is 18-24 months from the time we sign the contract with an outside consultant to assist with the study. This is only an estimate. A key component of initiating the study will be to produce a plan with milestones.
Who will create the request for proposal (RFP)?
The planning team will draft the RFP, under the guidance of UW system procurement staff. The Advisory Council and other stakeholders will provide feedback. The finalized RFP will be distributed and facilitated under the direction of the Procurement office.
Can UWS employees expect a salary increase after the study is completed?
No salary increases have been planned or authorized at this time. However, institutions may develop strategies and priorities to address compensation issues where necessary and prudent as permitted by state statutes.
How will shared governance and employees be integrally involved in the project?
Shared governance input into the TTC Study is crucial to ensure campus employees have input and the information regarding project activities effectively flows to campus stakeholders. The study project structure and methodology were built with this input in mind. Shared governance representatives and designees are well positioned on the joint Advisory Council and will be active participants on the study Campus Collaboration Team and Functional Teams. The Campus Collaboration Team will develop and provide guidance on the implementation of strategies for stakeholder engagement. These strategies will include campus forums, focus groups, targeted communication, and other engagement activities. The study Functional Teams will review and discuss job levels and titles for various functions or job families such as research, communications, human resources, information technology, etc. TTC project leadership representatives will also meet continually with shared governance to get input and provide updates regarding the project.
How can employees provide feedback and ask questions on the study?
Initially employees can provide feedback directly via a dedicated email address (firstname.lastname@example.org). As engagement strategies roll out, plenty of opportunities to ask questions and provide feedback will be provided (e.g., open forums, focus groups and webinars). Additionally, employees can direct their questions to Advisory Council members, shared governance members, and/or their human resources representatives.
What are the next steps?
We are in the early stages of this project. We are currently developing the project plan, including some initial communication strategies. UW–Madison Advisory Council members have been actively involved in the development of the communication strategy.
We are committed to a transparent process that includes gathering and sharing information with the entire campus. It is our intent to provide these types of communications regularly as information becomes available.