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

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

3 Agenda 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 3

4 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 4

5 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 5

6 Current vs. Future State Current State Titles and functional groupings are outdated. Over 1,800 job titles exist. Some job titles have many incumbents performing very different work. Future State Titles and functional groupings reflect work performed today. 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. Salary structures not based on relevant or updated market data. Clearly defined career framework (spanning across all staff categories) providing helpful guidance to employees and managers. 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

7 Major Components of the Study Define and confirm compensation philosophy Assess positions and develop new job title structure Market analysis of compensation, benefits and work-life offerings Develop New Compensation Structure Develop Career Lattices Implementation and Follow-up Reviews 7

8 Which positions are included in the Study? Faculty Limited appointees Academic staff University staff Graduate, teaching, research, program and project student assistants 8

9 Title and Total Compensation Study Activity Timeline Title and Total Compensation Project Kick-Off 04/14/16 Data collection, analysis, feedback from AC 7/8/16 RFP for Title and Total Compensation Released 08/31/16 Prospective Vendor Orientation & Project Overview Meeting 09/7/16 Planning Team recommends vendor to Executive Sponsors 1/31/17 Finalize Contract 2016 April June August November December January 2017 March Communication Tools to Stakeholder Groups 5/15/16 Advisory Council Qualtrics Survey Feedback Tool on RFP Business Requirements 6/20/16 Face-to-face Interviews with Prospective Vendors 11/9/16 Analysis of costs & technical requirements 12/1/16 Finalize details with finalist vendor (TBD) Hire TTC Project Coordinator (TBD) Launch Project March 2017 Updated 2/1/17 9

10 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 10

11 Proposed Project Structure UWS and UW-Madison Executive Sponsors Planning Committee Advisory Council Project Coordinator Vendor Resources Sr. Partners, Communication Principal, Attorneys UW-Madison Executive Sponsor Project Leadership Working Team Liaison Teams Vendor Resources Project Manager UW System (minus UW-Madison) Executive Sponsor Project Leadership Working Team Vendor Resources Project Manager 11

12 Compensation Considerations How competitive do we want to be with peers? Who are our market peers? What are the best and most common total compensation practices in higher education? Which ones are important to us? What is the organization s strategic plan? What is the Human Resources Strategic Plan? What are the elements we value (longevity, performance, innovation, education, experience, etc..)? What is the mix of total compensation elements (benefits, cash, base-building, etc..)? What do our current and future employees want? Does it differ based on employee demographics? 12

13 Next Steps 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 13