It is critical that UW–Madison develop and implement a “total compensation” (pay and benefits) approach that is fair, equitable, and competitive with other employers; and also rewards performance. The components of this approach include developing a compensation structure that balances internal equity and market competitiveness, accommodates cost-of-living adjustments, and provides mechanisms to reward performance for all Faculty, Academic Staff, University Staff, and Limited appointees.
In line with Regent Policy Document 6-3, the UW System Board of Regents has delegated authority to the UW System President to approve personnel transactions for positions in which the salary does not exceed 75 percent of the System President's salary. On June 27, 2000, the System President extended this same delegated authority to the Chancellors.
Wis. Stat. § 36.09(1)(e) sets forth the basic statutory authority of the Regents to set salaries.
Wis. Stat. § 36.115(3) requires the chancellor shall develop to develop a personnel system that is separate and distinct from the personnel system under Chapter 230 for all system employees assigned to the University of Wisconsin–Madison.
Section 36.09 of the Wisconsin Statutes authorizes the Board of Regents to grant salary increases (other than the annual pay plan) only for four reasons: job reclassification (change in duties), promotion, salary inequity, or competitive (market) factors.
Faculty, Academic Staff, Limited appointees, and University Staff.
The policy describes methods to provide temporary, permanent and lump-sum salary adjustments to UW-Madison staff. Such adjustments allow the campus to address market and equity concerns, recognize changes in position duties, and reward staff for performance. Refer to the Overload Policy for more information on when payments for additional work that is not part of the employee's normal job responsibilities may be appropriate.
The available pay adjustments for use outside of an annual pay plan (i.e., across-the-board increase or merit awards) are described below. OHR must approve all pay adjustments outside the pay plan before they are awarded, unless they are delegated to a division. All base-building pay adjustments (permanent or temporary) are subject to the maximum of the pay range for that position. Some of the pay adjustments are available as a one-time lump sum payment (see “Type of Adjustment” below).
Salary adjustments will be effective the beginning of the pay period following the date OHR receives the request. OHR may delegate effective receipt to the division dean’s or director’s office. The Wisconsin Constitution (Art. IV, § 26) prohibits retroactive salary adjustments. In addition, Wis. Stat. § 109.03(1) prohibits making payments before work is performed. For processing of adjustments, the effective date cannot be effective earlier than the first day of the pay period following the receipt of the request to the Dean/Director’s office as indicated by the Department Approved status in the Rate/Title change system. For JEMS CHRIS-HR, the adjustment must be received by the Division or OHR depending on the level of delegation the division has.
Multiple salary adjustments effective on the same date will be applied in the following order:
*Raise to campus minimum must be applied first for faculty titles (C30NN and C20NN) when a promotion is being applied and the employee’s salary is below the minimum for the title they are moving to.
If a school, college or division fails to comply with the Pay Adjustments policy, OHR may remove delegation for the approval of pay adjustments. Employees who receive pay adjustments that are not in compliance with this policy, Board of Regent policy, and/or Wisconsin State Statutes will have the adjustments removed from their base pay. These employees may be required to return payments made in error.
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