UW- HR plan meets legislative roadblock, leaving immediate future in doubt

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2 WISCONSIN STATE JOURNAL HEADLINE TODAY: UW- HR plan meets legislative roadblock, leaving immediate future in doubt Read more:

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4 UPS HISTORY TO DATE: In the previous budget Joint Committee on Finance added language giving UW System and UW Madison the ability to develop a new University Personnel System. (UPS) System and Madison began the process of developing the new System. Policies were drafted and sent to the Regents for approval. Some have been approved. The last hurdle was the Joint Committee on Employee Relations had to approve the University Personnel System.

5 UPS HISTORY TO DATE: On the date UPS was scheduled to go before the Joint Committee on Employee Relations (JCOER) delayed the discussion and used the time to ask questions about the UW budget. UPS was never approved nor discussed. On May 23, 2013 a resolution was introduced in to the Joint Committee on Finance, with legislation changing the date of implementation of UPS to July 1, 2015.

6 WHERE WE ARE TODAY: The legislation introduced in to Joint Finance budget. The budget must pass both the Assembly and Senate and the Govenor must sign it with the language change in it, in order for the new date to take effect. It is anticipated to pass, but we don t know for sure.

7 IF IT GOES IN TO EFFECT, WHAT HAPPENS? Delay implementation until July 1, 2015 All Classified Employees will remain Classified Employees under Office of State Employment Relations (OSER). No staff will be moving to Academic Staff Classified Employee Compensation will remain under control of OSER.

8 IMPACTS TO THE CAMPUS: If the legislation passes and goes in to effect, the Classified Staff will remain under the rules and authority of the Office of State Employment Relations. All rules for compensation (DMC s, raises, starting wages, progression series, pay plan increases) will be under the control of OSER, NOT UW-Whitewater. At this time, we have NO information on the compensation plan, future of DMCs or any other information pertaining to compensation for classified staff.

9 WHAT WE HAVE REQUESTED: We have requested to OSER that : DMC s continue, and that base-building DMC s be allowed, not just lump sum. A pay plan be enacted. We gain flexibility on starting wages for employees. These are REQUESTS. This is what we are asking for and we have zero control over what will be given.

10 COMPENSATION FOR CLASSIFIED EMPLOYEES UW-Whitewater does not and cannot set pay for classified employees except in a few situations (broadband positions). We will be getting whatever raise/pay plan that OSER gets for all State Employees. We will be awarding merit based on therules of OSER. We have NO information on what pay plan will be.

11 UNIVERSITY STAFF GOVERNANCE The Chancellor requested that a representational form of Governance be started for Classified Staff prior the start of UPS. Therefore, the representational form of Governance on our campus will likely continue, regardless of UPS. The name may remain Classified Staff Advisory Council, until 2015, when we may change it to University Staff Council.

12 HIRING: Will go back to using to WiscJobs. Lists, etc. Transfer remains the same as it was after Act 10. All transfers are permissive.

13 GRIEVANCES If the delay becomes reality, classified staff will use the grievance procedure in Chapter 430 of OSER s Human Resources Handbook. Appropriate final appeals will go to the Wisconsin Employment Relations Commission (WERC).

14 COMPENSATION TIME Pay-out/use of compensation time by 12/31 of each year remains in place. No more than 80 hours of compensation time may be saved at one time. Any hours over 80 will paid out.

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