TTC & Me

UW System is updating job titles and descriptions. We have created a new standardized format (standard job description) that is clear, concise, and follows the job framework created in the fall of 2017. The job description format is simpler, and you will no longer see the task lists previously part of job descriptions. No jobs will be lost as a results of this study. You may have a new job title and description as a result of this study. 

The end goal is for all job titles and descriptions to clearly show the work that is done at UW System. Standard job descriptions help to:

  • Accurately reflect job duties and responsibilities
  • Show greater consistency for similar jobs
  • Align jobs at UW System with the job market
  • Clarify career development opportunities at our university

Right now subject matter experts from across the campus are writing and reviewing standard job descriptions. You will be able to see all of UW System's standard job descriptions after the review is completed. Employees and managers will participate in training and have conversations about standard job descriptions in the spring and summer of 2019.

  • Job Framework - COMPLETED
  • Standard Job Descriptions Writing & Review - IN PROGRESS
  • Your Job Title and Description - COMING SOON

Your job title and description will be part of a new, market-informed pay structure. There will not be any pay reductions or job losses because of this project. However, institutions may develop strategies and priorities to address compensation issues where necessary and prudent as permitted by state statutes.

The current pay & benefits structure doesn’t accurately reflect the job market. What is being offered currently at UW System is being compared to what other employers that have similar workforces are offering. The results will provide a guide for making UW pay competitive.

Mercer Consulting is helping us create market based pay ranges. This will then lead to an update of pay programs and policies in order to recruit and retain top talent. There will not be any pay reductions or job losses because of this project.

  •  Market Based Pay Structure - IN PROGRESS
  • Policies - COMING SOON

Over a period of time, the UW benefits strategy will be more competitive. The goal of the project is to make recommendations to update UW pay and benefits programs to market competitive offerings, so UW can keep and reward employees.

An in-depth review of benefits has not been done on a comprehensive basis at the institution for almost 30 years. The goal is to have rewarding, enriching job opportunities, with competitive benefit rewards. This is why the Employee Benefits Preferences Survey, in November 2018, is so important.

Along with administering the employee Benefits Preferences Survey, Mercer Consulting will help us with a market review of benefits. 

  • Current benefits review - IN PROGRESS
  • Benefits Preferences Survey - IN PROGRESS
  • Recommendations - COMING SOON

The study will provide a revised job title structure and a market-informed salary structure. The results will allow the UW System and UW-Madison to attract and retain top talent.

The Title and Total Compensation Project

The Title and Total Compensation (TTC) Study was a one-year review of pay and benefit programs focused on reviewing the current job titles, compensation, and benefits programs. The TTC Study helped to identify what updates are needed in our programs. The transition to the TTC Project name demonstrates the actions being taken to make the updates identified in the TTC Study. The TTC is a collaboration between UW System, UW-Madison, and consultation with Mercer Consulting-a human resource advising group. The goal of the Study and the Project are the same: to update the pay and benefits programs for employees.

The estimated timeline for the study is 18-24 months. This is only an estimate, and is continually adjusted based on the results of earlier parts of the study and stakeholder feedback.

On February 17, 2017, Mercer consulting was selected as the vendor and consulting partner for the Title and Total Compensation Study. Mercer is a global leader in consulting on high quality workforce solutions that strengthen the organization’s ability to attract, develop, retain and engage the best and brightest talent. Their vast experience with higher educational institutions and systems combined with their expertise in titling and compensation strategies in academic and research environments is critical as we move forward. For more information on Mercer, go to their homepage.

The planning team drafted the RFP, under the guidance of UW System procurement staff. The Advisory Council and other stakeholders provided feedback. The finalized RFP was be distributed and facilitated under the direction of the Procurement office.

The Advisory Council was created by the executive sponsors to provide the opportunity for system stakeholders, including governance groups, to participate in the study as an advisory group representing the voice of their constituents.

The role of the Advisory Council members is to represent the views of their respective constituents, support the project by endorsing the business case, provide advice to the project team; consult with and provide feedback on the request for proposal (RFP); advocate for staff resources at their respective institutions, and advise and support the study project team.

The Executive Sponsors are Raymond Cross, President of the UW System; Rebecca Blank, Chancellor of UW-Madison; Robert Cramer, Vice President for Administration at UWS; and Laurent Heller, Vice President of Administration and Finance at UW-Madison.

The Title and Total Compensation Study is a joint effort between University of Wisconsin System (UWS) and UW-Madison. The objectives of the study include:

  • Develop clearer and more competitive job title and compensation structures
  • Ensure job titles accurately reflect duties and responsibilities
  • Provide sustainable methods to maintain market-informed title and compensation structures
  • Build in career progression where it makes sense
  • Include job titles and compensation structures for academic, university, and limited staff
  • Review compensation for graduate students
  • Enhance recruitment and retention

Get Involved

Employee Benefits Preferences Survey

Employees who are benefits-eligible can take the Employee Benefits Preferences Survey in the Fall of 2018 to tell us what the needs are and wants in benefits, like absence, leave, vacation among others.