The assessment feedback resulted in the following categories of topics for UPS, that are being examined by 6 work groups.
- Employee Categories
- Should there be changes to the classified/unclassified structure?
- A sub-group will review title options
- For example, are there too many titles?
- Review benefit options
- Assess differences among different employee categories
- Review of how we set starting pay and make pay adjustments
- Recruitment and Assessment
- Review of unclassified vs. classified recruitment methods
- How can we be more efficient and competitive?
- Job Mobility
- What will the procedures be if a UWM employee accepts a position with a different UW institution and/or with a state agency?
- Employee Environment
- Supervisor training
- Performance management (i.e., evaluations)
- Job security
- Discipline appeal rights
- Career progression (this may be moved to the Job Movement group)
What is UWM’s role in the UPS work groups?
UWM is fortunate to have representatives on all 6 work groups. The reason for the wide representation is that UWM is the largest campus in its group. (UW-Madison is designing a separate UPS).
Who are the UWM representatives on the work groups?
- Shannon Bradbury – Employee Categories/Titling (co-chair)
- Susan Fontana – Benefits
- Kathy Heath – Compensation
- Kurt Hennemann – Employee Environment
- Karen Massetti Moran – Compensation (chair)
- Sarine Schmidt – Employee Categories
- Craig Wesley – Benefits
- Sue Weslow – Employee Environment (co-chair)
- Linda Woods – Recruitment and Assessment
- Stan Yasaitis – Job Movement
When can we expect information from the work groups?
The work groups have deadlines to produce the framework, or general outline, of their recommendations in the spring semester. The current plan is for these outlines to be developed into more robust draft plans by early summer, and for the draft plans to be reviewed widely on campuses from early summer into October.
Each UW institution (except UW-Madison) completed a current state assessment. Each individual report was reviewed, and duplicate and extraneous comments were deleted. The assessments were then combined into a single report that categorizes current state problems, symptoms, and limitations into several overarching categories: General; Benefits and Leave Entitlements; Classification and Title; Compensation; Employment; Layoffs and Grievance Procedures; Recruitment; Supervision and Discipline; Work Environment; and Miscellaneous.
To obtain the Summary Report, please visit the UWSA UPS website on assessment.
The Project Team attempted to balance representation across UW institutions and all employee stakeholder groups. Each UW institution, except UW-Madion, nominated employees to participate in Work Groups to help develop new University Personnel Systems (UPS). Work Group membership can be viewed sorted by institution or by Work Group for your reference.
To view the membership list, please visit UWSA UPS website on workgroups.
As you might recall, in October, campuses were asked to take an assessment of our current personnel structure. UW System has compiled the information from all campuses and has published it on its web site.
The assessment feedback resulted in the following categories of topics for UPS:
- Employee Categories
- Employee Envrironment
- Recruitment and Assessment
- Employee Mobility
New Personnel Structure Arriving July 1, 2013
The 2011-13 biennial budget created Wisconsin Statute 36.115, which authorizes and directs the UW to develop two new personnel systems – one for all UW-Madison employees, and separately, one for the balance of all UW System employees.
Currently, the UW is governed by rules and procedures of the Office of State Employment Relations (OSER) under Chapter 230 of the Wisconsin Statutes, like other state agencies. The new personnel system will not be tied to OSER and instead will be governed by the Board of Regents and the UW System Administration.
These systems are being referred to as “University Personnel Systems” or UPS. They can be thought of as the structures we use for personnel matters – how employees are recruited and appointed, what titles are used, how are compensation rates determined, how people promote, etc. The UPS is not a computer system we use for personnel work (i.e., HRS, AIMS, etc.). UW System has stated that we should not expect the new UPS to provide everyone with pay raises (and otherwise solve all problems), but it is an opportunity to create a structure that is more stream-lined and efficient.
The new UPS must be in place by July 1, 2013. Given the need for the Board of Regents and legislative approval before implementation, the work on UPS has already started and will continue, at an urgent pace.
The Department of Human Resources will publish updates about UPS on this website and provide updates by other methods (i.e., newsletter, at least bi-weekly emails to the campus, contact with the Personnel Representatives, etc.) as appropriate. If you have questions about UPS, please contact the Department of Human Resources at 414/229-4463.