2023 Pay Plan FAQ

At the September 14, 2023 Plenary, Chancellor Mark Mone announced that he would use 10% of the 4% pay plan under Chancellor’s Discretionary Adjustment authorized under UW System Admin Policy 1278 to address the lowest wages. In doing so, most eligible employees would receive a 3.6% pay adjustment and the lowest paid employees would receive a supplementary pay adjustment. Email updates sent on October 18, 2023, October 26, 2023, December 8, 2023, and finally, December 19, 2023 also reiterated this decision. More information on the supplementary pay adjustments can be found in the Pay Plan Implementation Guidelines.

Employees eligible to receive the Chancellor’s Discretionary Adjustment will receive a separate notice from Universities of Wisconsin Human Resources on or around January 11, 2024. Most employees will realize their pay adjustments on their January 11, 2024 paycheck. Eligibility criteria for the Chancellor’s Discretionary Adjustment and Pay Plan can be found in the UWM’s Pay Plan Policy and Pay Plan Implementation Guidelines.

Eligibility criteria per the UWM Pay Plan and Implementation Guidelines required employment at UWM as of July 2, 2023. If you were employed after July 2, 2023, you are not eligible for the January 2024 pay plan adjustment (effective July 2, 2023, but realized on the January 11, 2024 paycheck). Please refer to the UWM Pay Plan Policy and Pay Plan Implementation Guidelines for more information.

Please review the eligibility criteria listed in the UWM Pay Plan Policy to determine your eligibility. If you are an employee who was deemed ineligible due to performance, mandatory training, or mandatory reporting, the Department of Human Resources will issue a notice of ineligibility.

The pay plan applies to all employees eligible for pay plan, regardless of funding source.

TBAs and overloads that were in effect on July 2, 2023 (or August 21, 2023, for 9-month employees) will not be retroactively adjusted due to the pay plan. Only base pay wages are eligible for adjustment under the pay plan.

Eligible employees will receive retroactive payment for the position held on July 2, 2023 (or August 21, 2023, for 9-month employees) until the date of movement into a new position. The employee’s pay in the new position will be reviewed to determine if additional adjustments are warranted. Any pay adjustments due to a position change will be realized separate from pay plan adjustments.

Eligible employees that received a pay adjustment while in the same position number after July 2, 2023, (or August 21, 2023, for 9-month employees) will receive pay plan from the effective date of pay plan until the date of the subsequent pay adjustment(s). While each pay change is reviewed on a case-by-case basis, employees may be eligible to receive the flat dollar amount of the pay plan increase on top of subsequent pay adjustments.

If you are paid on an hourly basis, your pay information listed is your new hourly rate. If you are paid on a salary basis, the stated salary amount and your actual earnings are prorated to your percentage of full-time employment at the effective date of pay plan.

Pay Plan is an adjustment to your base salary (which does not itself change while on sabbatical, only the percentage of time you earn). While your salary is reduced based on a lower percentage while on sabbatical, you will realize the full amount when you return to a full-time percentage (100%) of employment.

The UWM Department of Human Resources will notify identified employees of errors in their pay plan adjustment and provide information on next steps. New notices with the correct adjustment amount will be issued.

No. Units have the ability to address compensation utilizing other compensation adjustment methods. Please consult with your respective supervisor.

Please contact your assigned HR Business Partner.