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TITLE AND TOTAL COMPENSATION PROJECT – July 2019 CAMPUS FORUM

UNIVERSITY OF WISCONSIN – MADISON


Welcome

Mark WaltersChief Human Resources Officer

Office of Human ResourcesUW-Madison

Feel free to use the index cards to jot down your questions during the presentation.


Goal – Becoming a Model Employer

• Facilitate the achievement of UW-Madison’s mission and vision and reflect its values.

• Offer market-informed and competitive pay and benefits packages.

• Thoughtful redesign of policies and procedures to support an updated compensation program.


Title & Total Compensation Project

• Clear, consistent, and relevant job titles and descriptions

• Market-based pay and benefits structures (total compensation) so we can reward and retain our excellent employees

• A framework for career development

Project Partners:


COMPENSATION & TITLINGMarket-informed titling and pay structure for work performed

BENEFITSTime off, wellness, and retirement

programs

PERFORMANCEAlignment of mission with employee work and goals

RECOGNITION Reinforcement of behaviors

that support strategy

WORK-LIFE BALANCEPractices that help achieve employee success at work and home

CAREER DEVELOPMENTOpportunities for

professional and personal growth

ATTRACT RETA

INMOTIVATE

ENG

AG

E

TTC Project Impact


Reminders

• You will not lose your job as a result of TTC• Your pay will not be reduced• Your job will not change• You will not have to re-apply for your job

• No immediate pay increases are expected as a result of the TTC Project

• Any increases in pay will need to be funded and planned over time by leadership

• A long-term compensation strategy will be developed to address any pay inequities


7

TTC Project Timeline


Progress to Date✔ Created Job Framework✔ Created draft Standard Job Descriptions (SJDs)✔ Engaged subject matter experts across campus

for SJD review✔ Completed feedback review and quality assurance

process ✔ Completed competitive assessment✔ Drafted compensation philosophy✔ Completed Employee Benefits Preferences Survey✔ Completed Benefits Valuation Analysis (BVA)


Agenda



Standard Job Description

Standard Job

Description

Job Market Description

Your Position

Description


SJD vs. PD

Position Description(PD)

Standard Job Description (SJD)

A general set of responsibilities, without regard to any specific employee, that describes work performed, and role and impact to the organization.

The total work performed and role of an individual employee, including general and unique responsibilities.


Standard Job Description (SJD)A summary statement about the nature, role, scope, responsibilities and other key elements of a job in an organization.

– Communicates an overall picture of the nature of work performed

– Communicates the job’s role in the organization

– Focuses on the job and is not tailored to any specific employee

SJDJob Information• Job Title• Job Group• Job Sub-Group

Job Summary

Typical Responsibilities


Job TitleA title that represents a job commonly found in the market.

Indicates the nature of work performed

Indicates the job’s role in the organization

Suggests the level of difficulty and responsibilities


Job Summary



Job Group and Sub-GroupGrouping of jobs that are related by common professions and require similar knowledge, skills and abilities

Often categorizes a series of related job titles

Often has similar market competitive pay characteristics

Can be categorized into smaller, more defined sub-groups

Can create a landscape of promotional opportunities where similar jobs might be available

UW has 24 job groups


Job Summary



Job SummaryA clear, concise statement explaining the primary functions of a job, including its main purpose and overall end result

Typically 1-2 sentences

Captures the essence of the position

Is comparable to similar positions found across many work environments


Job Summary



Typical ResponsibilitiesThe core responsibilities of the job that represent categories of the day-to-day activities commonly shared amongst all positions in this job

Typically 4-8 key responsibilities

Only unique responsibilities will be identified separately or outside of a standard job description


Job Summary



Why Were SJDs Created?SJDs create value in three ways:

Defines a list of common responsibilities shared by other UW employees in similar roles

Provides a standard way of describing a job that can be compared to others doing the same work across the broader labor market

Promotes a fair and equitable process for regularly monitoring and comparing our compensation and pay structures to keep pace with an ever-changing labor market


How Were SJDs Created?

Standard Job Descriptions were created by subject matter experts across UW who:

1. Drafted initial SJDs

2. Reviewed SJDs and provided feedback

3. Reviewed feedback and recommended edits

Over 550 UW employees participated in creating SJDs


How Are SJDs Used?

Standard Job Descriptions allow comparison of all UW jobs to jobs in the market at large

Standard Job

Description


Your Position

Description


Agenda



Position Descriptions

Standard Job

Description


Your Position

Description


Position Description (PD)

PDJob Information• Job Title• Job Group• Job Sub-Group

Job Summary


0%-20% Additional, Unique Responsibilities

Other Elements

Standard Job Description


Unique Responsibilities


Job Summary


0%-20% Additional Unique Responsibilities

Other Elements

Responsibilities distinctive to the employee that represent categories of the day-to-day activities of the position

Typically 2-4 key responsibilities that together do not differ more than 20% from the SJD

Only unique responsibilities need to be identified separately


Other Elements: Education


Job Summary



Other Elements

Education:

Minimum preferred education will be listed in SJD

Managers/supervisors can further specify in PD


Other Elements


Job Summary



Other Elements

Optional elements that managers/supervisors can specify in PD:

• Certifications & Licenses

• Working Conditions & Physical Requirements

• Tasks


How Will My New PD Be Created?

Initial match of SJD to employee

Refine and confirm

SJD match

Build PD from

matched SJD

Confirm PD describes

employee’s job

Standard Job

Description(SJD)

Your Position

Description(PD)

Office of Human

Resources

Division/ department HR

Manager Manager & Employee


When Will I See My New PD?

• Employees can anticipate reviewing their new position descriptions (PDs) with their managers in winter 2019-2020.

• Employees can confirm that their new PDs accurately describe their responsibilities.

• Office of Human Resources, in partnership with divisional HR, will provide managers information, tools and resources in preparation for the PD review with employees.


Agenda




Standard Job

Description


Your Position

Description

Position Description is tied to a Standard Job Description

Standard Job Description is used to find a match with a job description in the market.


Job Market Compensation

SJD Compensation

Job Market Compensation

Your Compensation

Standard Job Description compensation informs compensation for your position

Market data informs compensation for Standard Job Description


Agenda



Benefits Review

*“Market” includes public and private higher education peer institutions as well as private sector employers.

Benefits Value Analysis (BVA)

Compares UW benefits against the market*

Benefits Preferences Survey

Identified what benefit optionsUW employees value

Long-Term Benefits StrategyMercer provides comprehensive analysis of both

UW reviews and develops optionsOptions and recommendations vetted with UW Stakeholders

Recommendations presented to leadership


Which Benefits Are Considered?

Not Under ConsiderationStatutory Benefits:• WRS• Health Insurance• Dental Insurance• Vision Insurance• FSA/HSA• State Group Life

Insurance

Under ConsiderationSupplemental Benefits:• Paid time Off• Flexible Work Schedule• Tuition Assistance• Other non-statutory

additions/enhancements


Develop Options for Future Benefits

Enhancements

Fall 2018 Dec 2019

Benefits Value Analysis (BVA)

Benefits Preferences

Survey

Evaluate BVA results in conjunction with


Benefits Review – Next Steps

Present Long-term Benefit Strategy

Recommendation to Leadership

Summer - Fall 2019


University Peer Groups:

• Large public universities (ex. Big 10, UCLA, Texas)

• Public and private universities

(ex. Marquette, SUNY)

• Large private universities

(ex. Boston, Cornell, Harvard)

BVA Approach

Wisconsin Peer Groups:

• Large private corporations and public municipalities

(ex. City of Madison, CUNA)

• Milwaukee-based organizations(ex. Kohls, Lands End)


University Peer Groups:

•UW leads across university peers by 2 to 4%:•Retirement/Savings: competitive to unfavorable, 3-16% below median•Health/Group: competitive to favorable, to 20% above median•Time Loss: competitive, 5% below median

BVA: Key Findings

Wisconsin Peer Groups:

•UW leads across Wisconsin peers by 5 to 29%:•Retirement/Savings: competitive to 1% above median•Health/Group: favorable, 9-62% above median•Time Loss: competitive, 4-18% above median



Key Findings:• Most valued at hire: Type of work and healthcare

benefits

• Most valued once employed: Pay, healthcare benefits, retirement plans, paid leave, job security and flexibility

• The importance of pay (ranked #1) declines with age and the importance of healthcare and retirement increases


Benefits Preferences Survey (cont.)

Key Findings:• Banking sick leave and income protection are of

“above average” importance• More than a third describe their financial situation as

“stressful” and do not believe they are doing enough to prepare for retirement

• Overall satisfaction levels are high with benefits. Concerns are in the areas of pay, healthcare costs and parking


We Heard You!Benefits Preferences Survey Responses:

Survey Question: What is the one thing that would make UW’s benefits even better?

• Over 13,000 comments were received for this question

• Top 3 themes:Theme # of Comments

1. Pay 3,9632. Healthcare Benefits 2,9593. Other 2,672


More Information Available


Agenda



Learning Opportunities

Online Modules:• Task vs. Responsibility https://hr.wisc.edu/training/ttc/task-vs-responsibility/story_html5.html

• Position Description vs. Standard Job Description Coming soon!

Upcoming Workshops:• TTC training for HR professionals coming in August and

October• TTC training for managers/supervisors coming in October

and November


Where Can I Learn More?

• Future Campus Forums (November)• Inside UW Articles• M.A.N.A.G.E. Newsletter for campus

supervisors• Working@UW Newsletter• TTC Website (go.wisc.edu/ttcproject)• TTC Professionals Outreach Network


November Forums*Tentative Dates

Location Event Time

11/12/19 Union South – English only

9:00am – 10:30am

11/12/19Gordon Dining & Event Center (Multi-lingual)

1:00pm – 2:30pm

11/13/19

Health Science Learning Center (Multi-lingual) – Late Night

11:00pm-12:30am

11/14/19Health Science Learning Center – English only

11:00am – 12:30pm

*Final dates, locations, and times, will be confirmed later/closer to the Fall.*


TTC Website

go.wisc.edu/ttcproject


Agenda



47

TTC Project Timeline


What to ExpectNew Title/ Job Structure March 1, 2020

(tentative)

Updated Salary Ranges March 1, 2020 (tentative)

Updated Policies & Procedures March 1, 2020 (tentative)

• No immediate pay increases are expected as a result of the TTC Project

• Any increases in pay will need to be funded and planned over time by leadership

• A long-term compensation strategy will be developed to address any pay inequities


Information Coming Soon

• Title series and levels

• Career paths and opportunities

• Employee mapping to new title and SJDs

• Benefits enhancement recommendations


Questions?


Thank You for Attending!

Website:go.wisc.edu/ttcproject

Email:[email protected]

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