According to Wis. Stat. § 36.115(6), all UW–Madison employees holding positions in the unclassified or classified civil service on June 30, 2015, were included in the new UW–Madison personnel system that took effect on July 1, 2015. This policy provides the job titling framework for UW–Madison employee categories.
The employing unit is responsible for verifying an individual's eligibility and maintaining documentation of verification. Suitable methods of verification include: ISIS (for UW–Madison students), letter from home institution, phone call to home institution's Registrar, copy of current registration and course schedule, current tuition payment receipt, and on-line verification.
Important note regarding F-1 and J-1 international students: Special consideration needs to be paid to F-1 and J-1 international students when verifying eligibility. Federal visa regulations specify that F-1 international students are eligible for on-campus employment automatically, but only at the school listed in item #2 on the I-20 where the student is currently enrolled. In this case, the F-1 student does not need any special authorization to be employed 20 hours a week when school is in session and/or full-time during breaks. When processing I-9s, departments will need to verify that the student's I-20 is indeed issued by UW–Madison. If it is not, an I-20 alone does not provide sufficient proof of eligibility. J-1 international students may be eligible for on-campus employment, but only with a letter of permission from the J-1 program sponsor listed in item #2 on the DS-2019. Questions should be directed to International Student Services. c. The individual must be at least 16 years of age.
Divisions May Have Stricter Eligibility Requirements—More specific provisions (e.g., requiring a greater credit enrollment, or enrollment in the UW–Madison) may be established by a specific college, school, department, or other UW–Madison unit.
Note: During the transition to a new human resource structure in 2015 (HR Design) and in 2021 with the Title and Total Compensation Project, current FLSA-exempt University Staff employees are able to choose to move to an Academic Staff appointment or to stay in the employee's University Staff appointment. Employees in an exempt position are not subject to the FLSA provisions applicable to non-exempt University Staff. If an employee chooses to remain in a University Staff appointment, the exempt position will become Academic Staff when the employee leaves the position.
This policy applies to all full- or part-time Academic, Faculty, Limited appointees, and University Staff employees.
This policy provides the job titling framework for UW–Madison employee categories.
UW–Madison has eight employee categories: Faculty, Academic Staff, University Staff, Temporary Employees, Limited Appointees, Student Assistants, Student Hourly, and Post Degree Training.
The job titling framework has the following job title categories:
The job titling framework provides a structure for organizing jobs into groups and sub-groups based on responsibilities within the University, within each title category. The job titling framework is made up of Job Groups and Job Sub-groups.
Each job title includes positions that have comparable work, responsibilities, and job duties. Positions are assigned to titles based on a “best fit” concept, i.e., each position is assigned to a title that is the closest match between the title description and position responsibilities.
|Office of Human Resources (OHR)||
The University of Wisconsin–Madison employment categories were historically defined by two personnel structures: classified and unclassified. These structures were authorized by laws in Wis. Stat. Chapter 36 (University of Wisconsin System), Wis. Stat. Chapter 111 (Employment Relations), and Wis. Stat. Chapter 230 (State Employment Relations). Wis. Stat. Chapter 36 defined the unclassified personnel structure, while Wis. Stat. Chapter 230 defined the classified personnel structure. Each structure had its own set of titles to describe positions.