TTC & Me
The new job framework contains job families, sub-families, career paths and levels. Each career path contains levels that represent requirements reflecting incremental skill, knowledge and responsibilities. Job titles will be much more organized and consistent across the university. There will be an internal title that is consistent throughout the organization referred to as a standard job title. Each standard job title will have a standard job description that is clear and concise and describes the core work commonly done in each job.
Many titles used at the UW today will not change as they describe the new standard job descriptions accurately. In instances where current job titles do not accurately capture the work that is generally being done in the role or does not match titles used for similar work in the market, new titles will be created. The goal is for all job descriptions is to clearly show the work commonly done at the UW.
The goal is for all job descriptions is to clearly show the work commonly done at the UW.
Standard Job Descriptions:
- Accurately reflect job duties and responsibilities
- Create greater consistency across the UW
- Align jobs at the UW with the job market
- Clarify career development opportunities
Right now, subject matter experts from across the university system are writing and reviewing standard job descriptions. Employees will be able to see all of the UW's standard job descriptions after the review is completed. Employees and managers will participate in training and have conversations about standard job descriptions in 2019.
The project will help determine improvements or changes that should be made to UW pay and benefits programs. The aim is that by making recommendations, over a period of time, pay will be updated to market-informed ranges and the benefits strategy will be more competitive. The goal of the project is to attract, keep, and reward employees. No employees will lose their jobs and base pay will not be reduced based on recommendations from the Title and Total Compensation Project.
An in-depth review of both pay and benefits has not been done on a comprehensive basis at the institution for almost 30 years. During the Title and Total Compensation project, the UW can compare what is currently being offered at the UW to what other employers that have similar workforces are offering. The results will provide a guide toward making the UW pay and benefits competitive and market-informed. The project does not include a review of faculty pay, however, faculty benefits will be reviewed along with all other benefits-eligible employees. No employees will lose their jobs and base pay will not be reduced based on recommendations from the Title and Total compensation Project. The goal of the project is to provide opportunities for employees to have rewarding enriching job opportunities and understand what is needed to move through their career and how to attain financial rewards.
Title and Total Compensation Project teams have worked with Mercer Consulting to:
- Generate a Benefits Value Analysis (BVA) that will provide relevant information about benefits offered by peer organizations. This will help UW compare the current offered benefits to those of other employers. The results of the BVA are anticipated after January 1, 2019.
- Design an employee benefits preferences survey that will give benefits-eligible employees a chance to share what are important and desirable benefits. This survey will be confidential. It will be conducted by Mercer Consulting during the last months of 2018 and the results will be ready in 2019.
- Develop a new standard job description format that is simple, clear, and concise. Right now, project teams are writing standard job descriptions that follow the job framework created in the Fall of 2017. Standard job descriptions (SJDs) will list work that is commonly done in specific roles. These standard job descriptions will be reviewed by subject matter experts clarity and accuracy.
The Title and Total Compensation Project
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
- Include job titles and compensation structures for academic, university, and limited staff
- Enhance recruitment and retention
The Title and Total Compensation Study was a one-year review of pay and benefit programs focused on reviewing the current job titles, compensation, and benefits programs. The study helped to identify what updates are needed in UW programs. The transition to a project demonstrates the actions being taken to make the updates identified in the study. The Title and Total Compensation Project is a collaboration between UW System and UW-Madison, in 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 UW 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 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 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.
Employee Benefits Preferences Survey
Employees who are benefits-eligible can take the Employee Benefits Preferences Survey in the Winter of 2018 and 2019 to tell us what the needs are and wants in benefits, like absence, leave, vacation among others.