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

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

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

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

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State Current State Future State Titles and functional groupings are Titles and functional groupings reflect work outdated.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

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

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

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

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

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

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

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