Policies Approved

On November 19, President Cross approved revisions to SYS 1254, Performance Management, and SYS 1278, UW System Pay Plan Distribution Framework for University Workforce.

Please note that these revisions were underway before the UPS integration. Therefore, they did not go through the SYS policy review process but rather the UW System Human Resources review process.

Please find a detailed description of the approved policy revisions below:

SYS 1254, Performance Management

This policy will be effective immediately after publication.

Summary of Policy and Policy Revisions

  • Overall Modifications:
    • Reformatted to new Policy templates, formatting, and numbering conventions, which moved some sections that show as deleted on the Track Changes version.
    • Standardizing language.
    • Deletion of policy language copied from referenced policies. Links to referenced policy are provided.
  •  Modification to Policy section:
    • Extensive rewrite of section 6.A to address recommendation of Wisconsin Legislative Audit Bureau Audit Report 19-5 and incorporate sections of 6. D (deleted) and 6.E.
    • Section 6.B. removal of reference to and criteria from Wisconsin Administrative code Chapter ER 45 (Department of Administration-Division of Personnel Management).
    • Section 6.C.3 removal of policy language copied from SYS 1255. Link to SYS 1255 included in policy
    • Section 6.D. deleted. Components related to policy have been incorporated into section 6.A. Recommendations listed in section 6.D. will be incorporated into a Practice Directive.
    • Section 6.E. deleted. Components related to policy have been incorporated into section 6.A.

Affected Areas on Campus

  • This policy affects all UW System employees, other than employees-in-training and student hourly employees, except for employees of UW-Madison. Institutions have flexibility to determine the processes and procedures within the bounds of this policy. Requirements and process may be more stringent than those listed in the policy.

Additional Communication

  • Drafts of this policy have been developed with institution Human Resources departments. Human Resources has shared the information with Governance groups.

SYS 1278, UW System Pay Plan Distribution Framework for University Workforce

This policy will be effective immediately after publication.

Summary of Policy and Policy Revisions

  • Overall Modifications:
    • Removal of fiscal year dates throughout policy and revision of language to not require fiscal year dates.
    • Reformatted to new Policy templates, formatting, and numbering conventions.
  •  Addition to Definitions section:
    • “Continuing staff” are those staff who are in the budget and meet the institution’s pay plan eligibility requirements.
  •  Modification to Policy section:
    • Added to section 4 (B): To be eligible for the 15% Chancellors’ discretionary award, staff must also receive a merit/solid performance adjustment.
    • Added to section 4 (E): 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 to be eligible for a pay plan adjustment.
    • Modified section 4 (G): The President is authorized each year to increase the systemwide salary range minima and maxima for Category A salary ranges and university staff pay ranges. The decision to increase the minima and/or the maxima will be communicated through the University of Wisconsin System Human Resources Office.
    • Added to section 4 (M): Institution pay plan guidelines shall be forwarded to UW System Administration Human Resources for review no later than May 1 of each year.
      Removed from section 4: Salary adjustments based on comparisons with external market determinations are not to be considered in the distribution of 2017-19 pay plan funds.

Affected Areas on Campus

  • This policy provides the pay plan distribution policy framework for the university workforce except for employees of UW-Madison.
    Chancellors have delegated authority to determine how to distribute their pay plan within the boundaries of this framework.

Additional Communication

  • Drafts of this policy have been developed with institution Human Resources departments. Human Resources has shared the information with Chief Business Officers and Governance groups.