Faculty Movement from a Limited Position

Layout for printing
Policy Number:
UW-5027
Old Policy Number:
10.05
Responsible Office:
Office of Human Resources

University Policy

Rationale/​Purpose:

A Faculty member who serves in an administrative position for more than 50 percent time must be assigned to the appropriate administrative salary range for that position. This salary must fall within applicable salary range limits for the duration of the administrative assignment. When this administrative position ends, the Faculty rate must be set according to Regent Resolution #9058.

Definitions:
Administrative Limited Appointment
A leadership role such as dean or associate dean that falls into the employee category of Limited. A Limited appointee serves at the discretion of the appointing authority.
Scope:

UW–Madison Faculty who accept and hold Limited appointments

Policy:
  1. Administrative Position
    1. A Faculty member who assumes an administrative position on a part-time basis, such as serving as department chair, typically receives a temporary base adjustment for the employee’s Faculty position for the duration of the administrative role.
    2. Regent Resolution #9058 does not apply in these situations since the person is paid for the employee’s Faculty position.
  2. Leadership Role
    1. When a Faculty member assumes a leadership role such as dean or associate dean, the Faculty appointment may be reduced to less than 50 percent while the Faculty member serves in the administrative role.
    2. When the Limited appointment ends, OHR considers a new rate proposed by the division based on years of service, previous salary as a Faculty member, length of time served as an administrator, and any other factors normally considered when setting Faculty salaries (market, internal equity, etc.)
  3. Returning From an Administrative Position
    1. According to Regent Resolution #9058, Limited appointees who return to the Faculty from an administrative position, and are provided transition time for teaching preparation, must develop:
      1. the equivalent of a sabbatical proposal that clearly outlines the work to be accomplished during the transition; and
      2. a report of work accomplished during the transition period.

    2. This transition period should be no longer than one academic semester, unless the Faculty member has served in a limited position for five or more years. In this case, two academic semesters may be allowed.

    3. UW System approval of the transition plan is not required. However, the Faculty member’s transition plan and accomplishment report should be saved in the division’s files and made available if there is an audit of compliance with this policy.
  4. Exceptional Situations
    1. In exceptional situations, a Faculty member may accept an executive administrative position (e.g., Associate Vice Chancellor) which is assigned a range that does not accommodate an appropriate salary for the position responsibilities, or the range maximum is below their Faculty salary.
    2. In this case, the Faculty member may receive a temporary base adjustment to their Faculty appointment and hold a zero-dollar Limited appointment.
Related UW-Madison Policies:
Related UW–Madison Documents, Web Pages, or Other Resources:
External References:

Policy Administration

Approval Authority:
Vice Chancellor for Finance and Administration
Policy Manager:
Associate Vice Chancellor/Chief Human Resources Officer
Contact:
HR Director & Program Officer -- Alisha Arnold, alisha.arnold@wisc.edu, (608) 265-1451
Effective Date:
06-23-2015
Revised Dates:

04-05-2019, 01-30-2024, 07-14-2024, 05-21-2024

Retrieved:
06-12-2025 15:47:09