{"id":3238,"date":"2020-04-28T12:37:09","date_gmt":"2020-04-28T17:37:09","guid":{"rendered":"https:\/\/www.wisconsin.edu\/ohrwd\/?page_id=3238"},"modified":"2026-06-22T14:00:12","modified_gmt":"2026-06-22T19:00:12","slug":"payplan","status":"publish","type":"page","link":"https:\/\/www.wisconsin.edu\/ohrwd\/payplan\/","title":{"rendered":"Pay Plan: Frequently Asked Questions"},"content":{"rendered":"\n\t\t\t\t\t
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This web page is updated with answers to frequently asked questions about implementation of 2025-2027 pay plan.<\/p>\n

 <\/p>\n

What is pay plan?<\/strong><\/p>\n

The 2025-2027 State of Wisconsin Biennial Budget includes raises for Universities of Wisconsin employees, partially funded by the State and partially funded by Universities of Wisconsin institutions. The budgeted pay plan increases for fiscal year 2026 is 3%, being implemented August 10, 2025, with an effective date of June 29, 2025, and 2% effective June 28, 2026, for fiscal year 2027.<\/p>\n

Faculty, academic staff, university staff, and limited appointees are eligible for pay plan subject to any additional eligibility requirements determined by your institution.<\/p>\n

 <\/p>\n

Who is eligible for pay plan?<\/strong><\/p>\n

Pay plan is available to eligible employees in pay status on the effective date, June 28, 2026 (which is also the implementation date).<\/p>\n

At a minimum, all members of the university workforce must complete the mandatory training of Preventing Sexual Harassment and Violence and Information Security Awareness and other institution specific mandatory training and perform at a satisfactory level to remain eligible for pay plan, as required by UW System Administrative Policy 1278,\u00a0UW System Pay Plan Distribution Framework for University Workforce<\/em>.<\/p>\n

Additionally, each institution will have institution-specific eligibility criteria and procedures on how to administer pay plan at their institution pursuant to systemwide guidelines. Contact your\u00a0Human Resources office<\/a>\u00a0for more information.<\/p>\n

 <\/p>\n

When will I see the pay plan increase on my paycheck?<\/strong><\/p>\n

Your new payrate will be reflected on your July 23, 2026, paycheck. This pay slip will be available to view in Workday on July 20, 2026.<\/p>\n

For staff paid on an academic year basis (C-Basis), the stated salary amount is effective at the beginning of the academic contract.<\/p>\n

 <\/p>\n

Where will I see the pay plan increase in Workday?<\/strong><\/p>\n

Your new payrate will be reflected on your Workday compensation screen. Click here<\/a> for information on how to review compensation\/pay changes in Workday.<\/p>\n

 <\/p>\n

Will I receive a pay plan letter?<\/strong><\/p>\n

Pay plan letters for eligible employees will be distributed through your Workday inbox. Please acknowledge receipt of the letter upon opening. Reach out to your Human Resources office<\/a> for more information.<\/p>\n

 <\/p>\n

What if I am on a stipend, grant-funded position, or have a temporary pay increase? Do I still receive Pay Plan? <\/strong><\/p>\n

Pay plan increases will be calculated based on the employee’s current salary in the pay plan eligible position as of the implementation date. Current salary refers to regular base compensation only, not including any temporary salary increases attributable to temporary work allowances, overloads, period activity pay, temporary base adjustments or any other non-permanent increases to base compensation.<\/p>\n

Each institution has a set of procedures on how to administer pay plan according to systemwide guidelines. Reach out to your Human Resources office<\/a> for more information.<\/p>\n

\u00a0<\/strong><\/p>\n

I am in an interim or acting position; do I get pay plan?<\/strong><\/p>\n

Each institution has a set of procedures on how to administer pay plan according to systemwide guidelines. Reach out to your Human Resources office<\/a> for more information.<\/p>\n

\u00a0<\/strong><\/p>\n

What happens if my current salary is close to the top of my pay range?<\/strong><\/p>\n

Eligible employees may receive pay plan up to the maximum of their pay range, based on their base rate of pay (not prorated by FTE or % appointment). Amounts above that maximum will be paid in a lump sum.<\/p>\n

Payments for 12-month full-time employees will be calculated by multiplying the hourly amount determined to be appropriate for the employee by 2080 hours. The 2080 hours are calculated based on the 26 full pay periods paid in the fiscal year.<\/p>\n

Payments will be prorated based on Full-Time Equivalency (FTE).<\/p>\n

\u00a0<\/strong><\/p>\n

What happens if I am at, or above, my pay range?<\/strong><\/p>\n

Employees paid at or above the maximum of their job\u2019s assigned pay range, based on their base rate of pay (not prorated by FTE or % appointment) will be paid in a lump sum.<\/p>\n

Payments for 12-month full-time employees will be calculated by multiplying the hourly amount determined to be appropriate for the employee by 2080 hours. The 2080 hours are calculated based on the 26 full pay periods paid in the fiscal year.<\/p>\n

Payments will be prorated based on Full-Time Equivalency (FTE).<\/p>\n

\u00a0<\/strong><\/p>\n

What if I have two or more appointments or jobs? How does my pay plan get calculated, especially if I am at, or over, the maximum for one of those appointments?<\/strong><\/p>\n

Each appointment will be treated independently and calculated accordingly. This may also result in multiple pay plan letters, one for each appointment.<\/p>\n

\u00a0<\/strong><\/p>\n

What if I separated from employment prior to pay plan implementation?<\/strong><\/p>\n

Employees who are not in pay status with the Universities of Wisconsin on the date pay plan is implemented (June 28, 2026, or the start of the academic contract for 9-month employees) will not receive pay plan payments.<\/p>\n

 <\/p>\n

Are Craftsworkers eligible for pay plan?<\/strong><\/p>\n

Craftworkers are subject to annual collective bargaining agreements and are therefore ineligible for pay plan.<\/p>\n

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