What You Need to Know

  • Changes to current benefits offerings are not part of the project
  • Based on the Benefits Survey Analysis and Employee Benefits Preferences Survey, UW System will recommend a long-term benefits strategy by January 1, 2020 to enhance benefits offerings and help keep UW System competitive while meeting the needs and preferences of employees
  • UW System will pursue benefits changes as part of a separate effort, subject to Board of Regents and legislature reviews and approvals

The University gathered system-wide employee input to better understand the value of our compensation and benefits offerings within the market and identify strategic priorities going forward. The goal of the benefits review is to maintain, strengthen, or enhance benefits offerings to UW System employees.

There are two parts of the benefits review:

  • Benefits Value Analysis, which compares what UW offers against what other employers offer
  • Employee Benefits Preferences Survey, which asked UW employees what they value about what is currently offered at UW or potential benefits UW could offer

Employee Benefits Preferences Survey Preliminary Findings

In 2018, over 18,400 employees, out of 38,926 (47%) UW benefits-eligible employees across the UW System completed the Employees Benefits Preference Survey. The survey assessed the priorities, needs, and wants of employees related to their benefits. UW System is still reviewing the survey data and results. In Fall 2019, the survey results will be made available to employees.

  • Most valued employee benefit at hire: Type of work and healthcare benefits
  • Most valued employee benefit once employed: Pay, healthcare benefits, retirement plans, paid leave, job security and job flexibility
  • The importance of pay (ranked #1) declines with age and the importance of healthcare and retirement increases
  • Sick leave and income protection are of “above average” importance
  • Overall satisfaction levels are generally high regarding benefits. Employee concerns arise in the areas of pay, healthcare costs, and parking