Title and Total Compensation Study Update to UW System February 22, - - PowerPoint PPT Presentation

Title and Total Compensation Study Update to UW System February 22, 2017

• Executive Sponsors
• Planning Team and Project Oversight
• Current vs. Future State
• Major Components of the Study
• Which positions are included in the Study?
• Activity Timeline
• Project Structure and Approach
• Compensation Considerations
• Next steps

Agenda

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Executive Sponsors

• Raymond Cross, President, University of Wisconsin System
• Rebecca Blank, Chancellor, UW-Madison
• Robert Cramer, Vice President for Administration, University of

Wisconsin System

• Laurent Heller, Vice Chancellor, Finance and Administration,

UW-Madison Advisory Council Co-Chairs

• Mark Mone, Chancellor, UW-Milwaukee
• Sarah Mangelsdorf, Provost, UW-Madison

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Planning Team and Project Oversight

• Shenita Brokenburr, Sr. Associate Vice President and Chief

Human Resources Officer, Office of Human Resources, Workforce Diversity and UW Service Center

• Wayne Guthrie, Associate Vice Chancellor and Chief Human

Resources Officer, UW-Madison

• Mark Walters, Sr. Director of Operations, Office of Human

Resources, UW-Madison

• Margo Lessard, Interim Director, Office of Human Resources

and Workforce Diversity

• David Miller, Director of Human Resources, UW-Eau Claire
• Mary Luther, Director of Compensation & Titling, UW-Madison

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Current vs. Future State

Current State Future State

Titles and functional groupings are

• utdated.

Titles and functional groupings reflect work performed today. Over 1,800 job titles exist. Some job titles have many incumbents performing very different work. Job titles provide a basis for grouping positions performing similar work. Career frameworks are different across employee categories including career paths and requirements for progression that are not always clear. Clearly defined career framework (spanning across all staff categories) providing helpful guidance to employees and managers. Salary structures not based on relevant or updated market data. Market-informed salary structures in place for university staff, academic staff, limited appointee, and graduate student positions which help to attract and retain the best and brightest talent. 6

Define and confirm compensation philosophy Develop Career Lattices Market analysis of compensation, benefits and work-life

• fferings

Develop New Compensation Structure Assess positions and develop new job title structure Implementation and Follow-up Reviews

Major Components of the Study

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Faculty Limited appointees Academic staff University staff Graduate, teaching, research, program and project

student assistants

Which positions are included in the Study?

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2016 April June August November December January 2017 March

Title and Total Compensation Project Kick-Off 04/14/16 Advisory Council Qualtrics Survey Feedback Tool on RFP Business Requirements 6/20/16 RFP for Title and Total Compensation Released 08/31/16 Face-to-face Interviews with Prospective Vendors – 11/9/16 Planning Team recommends vendor to Executive Sponsors 1/31/17 Launch Project March 2017 Finalize details with finalist vendor (TBD)

Title and Total Compensation Study Activity Timeline

Hire TTC Project Coordinator (TBD) Analysis of costs & technical requirements 12/1/16 Prospective Vendor Orientation & Project Overview Meeting 09/7/16 Data collection, analysis, feedback from AC 7/8/16 Finalize Contract Communication Tools to Stakeholder Groups 5/15/16 Updated 2/1/17

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Project Implementation: Hybrid approach to accomplish the work

(Internal Subject Matter Experts and External Vendor)

• Leverage expertise and vendor experience with similarly

situated systems and institutions

• Cost-effective and efficient use of resources
• Leverage talent and expertise of internal subject matter

experts

• Emphasize communication, clarity and transparency
• Employ effective change management techniques

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Proposed Project Structure

UWS and UW-Madison Executive Sponsors Planning Committee Advisory Council Project Coordinator Vendor Resources

• Sr. Partners, Communication

Principal, Attorneys

UW System (minus UW-Madison) Executive Sponsor Project Leadership Working Team Vendor Resources Project Manager UW-Madison Executive Sponsor Project Leadership Working Team Liaison Teams Vendor Resources Project Manager 11

Compensation Considerations

What is the

• rganization’s

strategic plan? What is the Human Resources Strategic Plan? How competitive do we want to be with peers? What is the mix of total compensation elements (benefits, cash, base-building, etc..)? Who are our market peers? What are the elements we value (longevity, performance, innovation, education, experience, etc..)? What are the best and most common total compensation practices in higher education? Which

• nes are important

to us? What do our current and future employees want? Does it differ based

• n employee

demographics?

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 Recommendation to Executive Sponsors

• Completed on 1/26/17

 Finalize vendor selection

• Completed on 2/17/17

 Advisory Council Meeting with Mercer - Project Status Update

• Completed on 2/21/17
• Build Project Plan with chosen vendor, HR Directors & Planning Team
• Currently in development
• Develop and deliver communication to institution communities and

stakeholders - Ongoing

• Project Launch on 3/21/17 – Van Hise Hall, Madison, WI
• Mercer with Advisory Council, Executive Sponsors and Project Team

Next Steps

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