Title and Total Compensation Study Update to UW System

February 22, 2017

Executive Sponsors Planning Team and Project Oversight Current vs. Future State Major Components of the Study Which positions are included in the Study? Activity Timeline Project Structure and Approach Compensation Considerations Next steps

Agenda

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Executive Sponsors

Raymond Cross, President, University of Wisconsin System

Rebecca Blank, Chancellor, UW-Madison

Robert Cramer, Vice President for Administration, University of Wisconsin System

Laurent Heller, Vice Chancellor, Finance and Administration, UW-Madison

Advisory Council Co-Chairs

Mark Mone, Chancellor, UW-Milwaukee

Sarah Mangelsdorf, Provost, UW-Madison

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Planning Team and Project Oversight

Shenita Brokenburr, Sr. Associate Vice President and Chief Human Resources Officer, Office of Human Resources, Workforce Diversity and UW Service Center

Wayne Guthrie, Associate Vice Chancellor and Chief Human Resources Officer, UW-Madison

Mark Walters, Sr. Director of Operations, Office of Human Resources, UW-Madison

Margo Lessard, Interim Director, Office of Human Resources and Workforce Diversity

David Miller, Director of Human Resources, UW-Eau Claire

Mary Luther, Director of Compensation & Titling, UW-Madison

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Current vs. Future State

Current State Future StateTitles and functional groupings are outdated.

Titles and functional groupings reflect work performed today.

Over 1,800 job titles exist. Some job titles have many incumbents performing very different work.

Job titles provide a basis for grouping positions performing similar work.

Career frameworks are different across employee categories including career paths and requirements for progression that are not always clear.

Clearly defined career framework (spanning across all staff categories) providing helpful guidance to employees and managers.

Salary structures not based on relevant or updated market data.

Market-informed salary structures in place for university staff, academic staff, limited appointee, and graduate student positions which help to attract and retain the best and brightest talent.

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Define and confirm compensation

philosophy

Develop Career Lattices

Market analysis of compensation,

benefits and work-life offerings

Develop New Compensation

Structure

Assess positions and develop new job title

structure

Implementation and Follow-up Reviews

Major Components of the Study

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Faculty

Limited appointees

Academic staff

University staff

Graduate, teaching, research, program and project student assistants

Which positions are included in the Study?

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2016 April June August November December January 2017 March

Title and Total Compensation Project Kick-Off 04/14/16

Advisory Council Qualtrics Survey Feedback Tool on RFP Business Requirements6/20/16

RFP for Title and Total Compensation Released 08/31/16

Face-to-face Interviews with Prospective Vendors – 11/9/16

Planning Team recommends vendor to Executive Sponsors 1/31/17

Launch ProjectMarch 2017

Finalize details with finalist vendor (TBD)

Title and Total Compensation Study Activity Timeline

Hire TTC Project Coordinator (TBD)

Analysis of costs & technical requirements

12/1/16

Prospective Vendor Orientation & Project Overview Meeting 09/7/16

Data collection, analysis, feedback from AC 7/8/16

Finalize Contract

Communication Tools to Stakeholder Groups

5/15/16

Updated 2/1/17

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Project Implementation:

Hybrid approach to accomplish the work(Internal Subject Matter Experts and External Vendor)

Leverage expertise and vendor experience with similarly situated systems and institutions

Cost-effective and efficient use of resources

Leverage talent and expertise of internal subject matter experts

Emphasize communication, clarity and transparency

Employ effective change management techniques

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Proposed Project Structure

UWS and UW-MadisonExecutive Sponsors

Planning CommitteeAdvisory Council

Project CoordinatorVendor Resources

Sr. Partners, Communication Principal, Attorneys

UW System (minus UW-Madison)

Executive SponsorProject Leadership

Working TeamVendor ResourcesProject Manager

UW-MadisonExecutive SponsorProject Leadership

Working TeamLiaison Teams

Vendor ResourcesProject Manager 11

Compensation Considerations

What is the organization’s strategic plan?

What is the Human Resources Strategic

Plan?

How competitive do we want to be

with peers?

What is the mix of total compensation elements (benefits, cash, base-building,

etc..)?

Who are our market peers?

What are the elements we value

(longevity, performance,

innovation, education,

experience, etc..)?

What are the best and most common total compensation practices in higher education? Which

ones are important to us?

What do our current and future employees want?

Does it differ based on employee

demographics?

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Recommendation to Executive Sponsors Completed on 1/26/17

Finalize vendor selection Completed on 2/17/17

Advisory Council Meeting with Mercer - Project Status Update Completed on 2/21/17

Build Project Plan with chosen vendor, HR Directors & Planning Team Currently in development

Develop and deliver communication to institution communities and stakeholders - Ongoing

Project Launch on 3/21/17 – Van Hise Hall, Madison, WI Mercer with Advisory Council, Executive Sponsors and Project Team

Next Steps

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