UPS Policy TC 4 has been renamed UW System Administrative Policy SYS 1278
- Is the 2019-21 pay plan final?
No. The Joint Committee on Employment Relations (JCOER) has final say over the State of Wisconsin Compensation Plan. To date, JCOER has not met to conclude the pay plan process. Once JCOER meets and approves the pay plan, it will be final.
Update: On Wednesday, December 18, 2019, the Joint Committee on Employment Relations (JCOER) voted to approve the 2019-21 State of Wisconsin Compensation Plan, including the pay plan for UW. UW System Administration is working through the details of the pay plan for the institutions, so more detail, including when employees can expect to see an adjustment on their paychecks, will follow.
- Why is the pay plan distributed on the basis of merit instead of across the board?
Per UW System Administrative Policy SYS 1278 (formerly TC 4), the 2019-21 biennial pay plan must be distributed on the basis of merit.
- Why isn’t everyone receiving the same amount of an increase as a result of the 2019-21 pay plan?
Per SYS 1278, the 2019-21 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.
- What is solid performance?
It is a yes/no determinant. It is equivalent to satisfactory performance when considering an employee’s total performance.
- If an employee is deemed a solid performer, what is the value of that designation in a pay plan increase?
It is an increase upon base salary of 3.6% across the time line of the pay plan.
- What is the Chancellor’s Discretionary Authority (CDA)?
Per SYS 1278, the Chancellor is authorized to earmark up to 15 percent of the total pay plan each year for discretionary use to meet special compensation needs such as: to reward members of the university workforce for innovative and/or collaborative program delivery, and/or exceptional performance in support of institution goals; and/or to correct pay inequities. At UWM, Chancellor Mone has elected to earmark 10 percent of the total pay plan for said purposes.
- Will all areas of UWM distribute CDA dollars on the same basis?
No. Some schools/colleges/divisions have requested to spread CDA dollars across many employees, which reduces the impact upon a recipient’s base salary adjustment. Some schools/colleges/divisions focused CDA dollars on fewer, highly meritorious employees, which increased the impact upon a recipient’s base salary adjustment.
- How will employees be notified of the results of the pay plan?
Employees will receive a letter from their school/college/division.
- Why wont all employees receive an increase of 4%?
Please see the response to question #2.
- Why won’t my supervisor discuss the results of the pay plan regarding my colleagues with me?
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.
- Can my supervisor discuss with me why I am receiving what I am and what I can do to receive more next time?
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 CDA. 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.
- If I disagree with the results of the pay plan, may I grieve the results?
Faculty have the ability to grieve the results of the solid performance exercise completed in their school/college. Otherwise, the results of the pay plan process are final and employees are not able to grieve the results.
- 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?
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.
- Will future pay plans be based upon merit?
As long as the components of SYS 1278 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.
- Did the UWM governance groups have an opportunity to provide feedback on the pay plan distribution for UWM?
Yes, each governance group was given the opportunity to provide feedback on the pay plan distribution. A pay plan work group which included leadership from each of the governance groups advised Chancellor Mone on pay plan distribution.
- What are the effective dates of the pay plan increases?
The proposed pay plan effective dates are January 1, 2020, and January 1, 2021. Employees receiving a pay plan increase will first see the increase on pay checks after the effective dates.
- How are pay plan increases being split between the effective dates?
Each is approximately one-half of the increase.
- Are interim appointees eligible for the 2019-21 Pay Plan?
Yes, the Addendum to the 2019-21 UWM Pay Plan Memo, dated November 22, 2019, intends to make clear that individuals in interim appointments are eligible for the 2019-21 State of Wisconsin Pay Plan, should that plan become approved by the Joint Committee on Employment Relations.
The percentage increase for interim appointees will be based upon the appointee’s base salary in the interim appointment. This does not include any additional pay being realized via overload, temporary base adjustment, or any other compensation.
Upon return to their permanent position, the employee’s base salary for that position should be recalculated to include any pay plan increases that took effect while the employee served in an interim position consistent with Budget Considerations Number 4 in the 2019-21 Pay Plan Memo.
See Also: 2019-21 Pay Plan Memo