The State of Wisconsin authorized and directed the University of Wisconsin System to develop two distinct new personnel systems:
- One for all UW-Madison employees, called HR Design (HRD)
- One for all other UW System employees, called University Personnel System (UPS)
University personnel systems (UW-Madison and UW-System) were implemented on July 1, 2015. While we have two personnel systems, the general tenets of the policies remain in sync. We have provided an overview with references to the applicable policies.
The UPS Operational Policy: BN 1 and HRD Policy 16.04 establishes guidelines for the administration of paid vacation for UW System employees. The policy covers eligibility, accrual, use, reporting, carryover, paid leave banks, annual vacation cash payouts and treatment of vacation balances upon movement or termination of employment.
See the Vacation web page for a summary of vacation provisions.
The UPS Operational Policy: BN2 and HRD 16.02 establishes guidelines for the administration of personal and legal holidays for UW System employees. The policy covers eligibility, accrual, use, carryover and treatment upon movement or termination of employment.
The UPS Operational Policy: BN3 and HRD 16.03 establishes guidelines for the administration of sick leave for UW System employees. The policy covers sick leave eligibility, accrual, usage and reporting.
These policies also establish guidelines relative to when an employee may retroactively change the paid leave type used for an absence and how these changes affect an employee’s Income Continuation Insurance (ICI) coverage and premium level.
See the Sick Leave web page for a summary of sick leave provisions.
The UPS Operational Policy: GEN 30 provides guidance on summer prepay deductions, benefit eligibility for all UW System employees whose first appointment is a summer service or summer session appointment and administration of benefit changes that occur during a short work break.
Summer prepay deductions maintain employee benefits coverage over the summer months if the employee is a faculty, academic staff, limited appointee, student assistant or employee-in-training and is on an academic year contract or an annual contract that does not include work during one or more summer months.