UW–Madison titles are linked to specified salary ranges. In some cases, these ranges may not be comparable to the market value of the position. An ESR can better align an individual position or a title series with the market.
Academic Staff, Limited appointees and University Staff in title series that have fixed salary range maximums.
The UW–Madison salary range structure is designed to generally reflect labor market conditions, but certain positions may require the chancellor (or designee) to approve extraordinary salary ranges (ESR) to meet documented recruitment and retention needs. If a division finds evidence (e.g., market data) that an official salary range does not adequately enable the division to compete for talent in a specific position, the division will work with the Office of Human Resources (OHR) to determine if an ESR is needed to address the recruitment or retention need.
An ESR is used to provide pay flexibility when market conditions require a revised range to address either recruitment or retention needs for a certain position. To justify the ESR, the request must include evidence of a retention or recruitment problem and market data showing that the maximum of the range is below market value (e.g., salary data on comparable positions in the external market).
Positions that are being recruited with an advertised salary maximum above the pay range or approved ESR maximum will be removed immediately and reposted with the appropriate salary range. If a new employee is hired at a rate above the salary range without an approved ESR, that employee's salary will be reduced to the salary range maximum as soon as the error is identified. The university may have to recoup from the employee any payments made in excess of the range maximum.
|Office of Human Resources (OHR)||