Frequently Asked Questions 2017-19 Pay Plan

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  1. Why is the pay plan distributed on the basis of merit instead of across the board?
    1. Per UPS Policy TC 4, the 2017-19 biennial pay plan must be distributed on the basis of merit.
  2. Why isn’t everyone receiving the same amount of an increase as a result of the 2017-19 pay plan?
    1. Per UPS Policy TC 4, the 2017-19 biennial pay plan must be distributed on the basis of merit. Because the pay plan is being distributed on the basis of merit, there will be differentiation in the amount of increase employees receive.
  3. What is solid performance?
    1. It is a yes/no determinant. It is equivalent to satisfactory performance when considering an employee’s total performance.
  4. If an employee is deemed a solid performer, what is the value of that designation in a pay plan increase?
    1. For academic staff, university staff, and limited appointees it is an increase upon their base salary of 3.03%. For faculty, it is an increase of 2.73%.
  5. Why is the value of the solid performer designation different for faculty than for other employee categories?
    1. Per UPS policy TC 4, the Chancellor of an institution may use up to 15% of the total pay plan dollars for their discretionary distribution. At UWM, Chancellor Mone elected to take 10% of the faculty pay plan dollars and distribute it as his discretion among the faculty. To account for this, more of the faculty pay plan is in the merit component and less in the solid performer component.
  6. What is the merit component of the pay plan?
    1. Employees deemed solid performers are also eligible for additional pay plan adjustment in the form of merit. Employees who are deemed highly meritorious may exceed expectations for a sustained period of time; regularly seek new assignments/projects while maintaining current workload; or are deemed highly valuable members of a department or division due to performance.
  7. If an employee is deemed a solid performer, will they automatically receive some merit adjustment?
    1. Not necessarily; some will receive an additional adjustment for merit, some will not.
  8. Did all areas of UWM distribute merit dollars on the same basis?
    1. No. Some schools/colleges/divisions spread merit dollars across many employees, which reduced the impact upon a recipient’s base salary adjustment. Some schools/colleges/divisions focused merit dollars on fewer, highly meritorious employees, which increased the impact upon a recipient’s base salary adjustment.
  9. How will employees be notified of the results of the pay plan?
    1. Employees will receive a letter from their school/college/division sometime following the Board of Regents meeting on June 7-8.
  10. Why didn’t all employees receive an increase of 4.04%?
    1. Please see the response to question #2.
  11. Why won’t my supervisor discuss the results of the pay plan regarding my colleagues with me?
    1. Supervisors are at liberty to discuss the results of the pay plan with individuals only. They are not at liberty to discuss the results of the pay plan with individuals regarding other employees.
  12. Can my supervisor discuss with me why I am receiving what I am and what I can do to receive more next time?
    1. Yes, supervisors are encouraged to discuss the results of the pay plan with individuals, what they considered in arriving at the designation of a solid performer and in determining the value of merit. Supervisors are encouraged to discuss with employees what an individual employee may do to increase their chance of receiving more merit pay the next time there is a pay plan.
  13. If I disagree with the results of the pay plan, may I grieve the results?
    1. The results of the pay plan process are final and employee are not able to grieve the results.
  14. If the pay plan has created an instance of salary compression, does UWM have an obligation to address the compression with a salary increase for those compressed?
    1. UWM does not have an obligation to address an instance of salary compression brought about by superior performance with a salary increase for those compressed.
  15. Will future pay plans be based upon merit?
    1. As long as the components of UPS policy TC 4 remain in effect and the Board of Regents order pay plan distribution on the basis of merit, future pay plans will be distributed on the basis of merit.
  16. Did the UWM governance groups have an opportunity to provide feedback on the pay plan distribution for UWM?
    1. Yes, each governance group was given the opportunity to provide feedback on the pay plan distribution. Chancellor Mone carefully consider the feedback of each governance group and made adjustments to the pay plan distribution.
  17. What are the effective dates of the pay plan increases?
    1. The pay plan is a phased pay plan with two effective dates: July 1, 2018 and January 1, 2019. Employees receiving a pay plan increase will first see the increase on pay checks after the effective dates.
  18. How are pay plan increases being split between the effective dates?
    1. Each is approximately one-half of the increase with the first adjustment being slightly less and the second being slightly more.

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