A diagram of the organizational structure for UPS development. The information conveyed in the image is described in great length in this area's pages.

A diagram of the organizational structure for UPS development. The information conveyed in the image is described in great length in this area's pages.

Ad-hoc Collaboration Team


Consult with human resource experts volunteering their time on high level goals and objectives; provide opportunity for collaboration between the development of two university personnel structures.


Representatives each respective project team, volunteer consultants.
  • UWSA – Al Crist, Margo Lessard, Rich Thal, Jason Beier
  • UW-Madison – Bob Lavigna, Steve Lund, Mark Walters

Project Team & Working Groups


The role of the UPS Project Team is to provide leadership for working groups, and develop and design new personnel structure components.  Current and former Project team members include:

Team Members
Tim Danielson, AVC for Human ResourcesUW-Milwaukee
Shannon Bradbury, ER Program CoordinatorUW-Milwaukee
Karen Massetti-Moran, HR Program OfficerUW-Milwaukee
David J. Miller, HR DirectorUW-Eau Claire
Sheryl Van Gruensven, HR DirectorUW-Green Bay
Jason Beier, HR DirectorUW Colleges & UW-Extension
David Prucha, HR DirectorUW-Extension
Pam Dollard, HR DirectorUW-Stevens Point
Past Members
Sue Weslow, AVC for HR DirectorUW-Milwaukee
Jeanne Durr, HR DirectorUW-Platteville
Peggy Fecker, HR DirectorUW-Superior

Working Groups

A listing of work groups members is available by institution and by work group. (Work Group Assignments By Institution, Work Group Assignments By Committee) The work groups will consult with stakeholders and develop proposals for structures in the following areas:

Employee Categories (Leads – Tim Danielson and Shannon Bradbury) 

UW System positions are configured in several employment categories (e.g., academic staff, classified, limited and faculty.) These employment categories are defined by two personnel structures (classified and unclassified) authorized by state statute  s. 36, s. 111 and s. 230 Wis. stats. Depending on the employment category, individual positions have specific attributes (benefits, compensation structures, etc.).  As part of the design effort, the work group  needs to review these employment categories to determine if changes and/or modifications should be made.

Benefits (Lead – Jeanne Durr) 

Other than the state-administered health, life, and disability insurance programs, plus Wisconsin Retirement System coverage, UW System has the opportunity to review benefit programs, levels and configurations and design alternative options. This work team will be charged with reviewing, assessing, and developing benefit options (e.g., supplemental insurances, tuition, and leave configurations). This team will also review benefit differences among current employment categories (e.g., amount of leave earned, eligibility periods to use leave, certain supplemental insurances) and decide if changes should be recommended.

Compensation (Lead – Karen Massetti-Moran)

UW System has different compensation tools for different types of employment categories.    These tools range from methods that provide pay flexibility for managers to more rigid structures that do not allow managers to negotiate starting pay or make needed adjustments. This work team will review compensation practices (internally and externally) and recommend options that will ensure the new personnel system implements pay approaches that are competitive and meet the needs of each institution.

Recruitment and Assessment  (Lead – David Prucha)

The current employment categories require different methods to recruit, evaluate, and select UW System employees.  Methods range from the search and screen process  (e.g., résumé and cover letter, interviews, hire) to more traditional public sector t approaches (e.g., walk-in exam centers where top scorers get referred for interview and selection). This work team will assess various recruitment and assessment practices (internal and external) and recommend options that will ensure UW System has efficient and competitive hiring practices.

Employee Movement (Lead – Peggy Fecker)

Currently UW System classified employees have the ability to move between UW institutions and State agencies. Leave balances and seniority usually move with a transferring employee . This work group will analyze whether or how and in what employment categories job movement should occur in the new personnel system and whether leave balances and seniority should be affected.

Employment Environment (Leads – Sue Weslow and Pam Dollard)

Individual and organizational performance depends on many factors, but two that play a large role are the relationship between the supervisor and the individual employee and the employee’s sense of satisfaction in her or his job. Performance management, career progression, job security and discipline appeal rights are all elements of creating a positive employment environment. By assessing current processes in all UW employment categories and recommending the best options, this work team will ensure the new personnel system provides the most effective employment environment management strategies.

Steering Group


Upon consideration of input by each institution’s stakeholders, develop personnel and compensation structures for consideration by the UPS Task Force.


HR Directors and APOs from each UW System institution, including UW-Madison.

Team Members
Pam Dollard, HR DirectorUW Colleges
David J. Miller, HR DirectorUW-Eau Claire
David Prucha, HR DirectorUW-Extension
Sheryl Van Gruensven, HR DirectorUW-Green Bay
Madeline Holzem, HR DirectorUW-LaCrosse
Bob Lavigna, HR DirectorUW-Madison
Steve Lund, Director, Academic Personnel OfficeUW-Madison
Mark Walters, Director, Classified Human ResourcesUW-Madison
Tim Danielson, AVC for Human ResourcesUW-Milwaukee
Jason Beier, HR DirectorUW Colleges & UW-Extension
Elaine Tincher-Johnson, HR DirectorUW-Parkside
John Lohman, Interim HR DirectorUW-Platteville
Donna Robole, HR DirectorUW-River Falls
Bob Tabor, HR DirectorUW-Stevens Point
Katie Jore, Academic Personnel OfficerUW-Stevens Point
Debra Gehrke, HR DirectorUW-Stout
(Vacant), HR DirectorUW-Superior
Judi Trampf, HR DirectorUW-Whitewater


Task Force


The Task Force will provide the Board of Regents with the necessary information to make informed decisions when reviewing new personnel structures. As such, the Task Force will:

  • provide for collaboration with UW-Madison’s new personnel system development team and the development of the personnel system for the balance of the UW System institutions
  • recommend changes to existing roadblocks to success
  • ensure stakeholders’ issues and concerns are heard
  • ensure that the new personnel systems encompass the necessary flexibilities to enable the UW institutions to manage effectively its workforce


The UPS Task Force will be supported by members of the Balance of UW System UPS Project Team and Working Groups and the UW-Madison Human Resources Design Project.



Task Force Members with Roles
MemberInstitutionPositionTask Force Role
Dennis Shields, Co-ChairUW-PlattevilleChancellorOfficer
Darrell Bazzell, Co-ChairUW-MadisonVice Chancellor,
Gregg HeinselmanUW-River FallsAssociate Vice Chancellor,
Student Affairs
Dev VenugopalanUW-MilwaukeeAssociate Vice Chancellor/ProvostOfficer
Greg DiemerUW-Stevens PointVice Chancellor,
Business Services
Erik ErnstUW-ExtensionAdmin Program Manager II,
WHA Television
Limited/Academic Staff
Aimee McCannUW-WhitewaterDirector,
Limited/Academic Staff
Teresa OHalloranUW-Eau ClaireSpecial Assistant to the ChancellorLimited/Academic Staff
Wendy KropidUW-SuperiorProfessor,
English Education
Margo AndersonUW-MilwaukeeProfessor,
Karen GrabherUW-ParksideProg. Asst. Adv. Confidential, Vice Chancellor,
Student Affairs/Dean of Students Office
Classified Staff
Sandy SuchlaUW-La CrosseIS Network Svcs. Senior,
Networking Services
Classified Staff
Alan N. CristUW System AdministrationAssociate Vice President,
Human Resources & Workforce Diversity
Staff to Task Force


UWSA Advisory Committee


Provide subject matter expertise in areas affected by new personnel structure development.


From UWSA staff, one (1) each with expertise in the following areas:

  • Benefits
  • Budget
  • Equity, Diversity & Inclusion
  • Office of Information Services
  • General Counsel
  • Academic/Student Affairs
  • Others on an ‘as needed’ basis

UW-Madison HR Design Project

UW-Madison is developing a parallel UPS system. Further information can be found on the UW-Madison Human Resources Design Project website.