Balance of UW System UPS Project Team and Working Groups

Balance of UW System UPS Project Team and Working Groups

The role of the UPS Project Team is to provide leadership for working groups, and develop and design new personnel structure components.  Project team members include: 

 Sue Weslow, HR Director UW-Milwaukee 
 Shannon Bradbury, ER Program Coordinator    UW-Milwaukee 
 Karen Massetti-Moran, HR Program Officer  UW-Milwaukee
 Tim Danielson, HR Director  UW-Oshkosh
 Jeanne Durr, HR Director  UW-Platteville
 Peggy Fecker, HR Director  UW-Superior
 David Prucha, HR Director  UW Extension
 Pam Dollard, HR Director UW Colleges 








Working Groups

A listing of work groups members is available by institution and by work group. The work groups will consult with stakeholders and develop proposals for structures in the following areas:

Employee Categories (Leads – Tim Danielson and Shannon Bradbury) 

UW System positions are configured in several employment categories (e.g., academic staff, classified, limited and faculty.) These employment categories are defined by two personnel structures (classified and unclassified) authorized by state statute  s. 36, s. 111 and s. 230 Wis. stats. Depending on the employment category, individual positions have specific attributes (benefits, compensation structures, etc.).  As part of the design effort, the work group  needs to review these employment categories to determine if changes and/or modifications should be made. 

Benefits (Lead – Jeanne Durr) 

Other than the state-administered health, life, and disability insurance programs, plus Wisconsin Retirement System coverage, UW System has the opportunity to review benefit programs, levels and configurations and design alternative options. This work team will be charged with reviewing, assessing, and developing benefit options (e.g., supplemental insurances, tuition, and leave configurations). This team will also review benefit differences among current employment categories (e.g., amount of leave earned, eligibility periods to use leave, certain supplemental insurances) and decide if changes should be recommended. 

Compensation (Lead – Karen Massetti-Moran)

UW System has different compensation tools for different types of employment categories.    These tools range from methods that provide pay flexibility for managers to more rigid structures that do not allow managers to negotiate starting pay or make needed adjustments. This work team will review compensation practices (internally and externally) and recommend options that will ensure the new personnel system implements pay approaches that are competitive and meet the needs of each institution. 

Recruitment and Assessment  (Lead – David Prucha)

The current employment categories require different methods to recruit, evaluate, and select UW System employees.  Methods range from the search and screen process  (e.g., résumé and cover letter, interviews, hire) to more traditional public sector t approaches (e.g., walk-in exam centers where top scorers get referred for interview and selection). This work team will assess various recruitment and assessment practices (internal and external) and recommend options that will ensure UW System has efficient and competitive hiring practices.

Employee Movement (Lead - Peggy Fecker)

Currently UW System classified employees have the ability to move between UW institutions and State agencies. Leave balances and seniority usually move with a transferring employee . This work group will analyze whether or how and in what employment categories job movement should occur in the new personnel system and whether leave balances and seniority should be affected.  

Employment Environment (Leads – Sue Weslow and Pam Dollard)

Individual and organizational performance depends on many factors, but two that play a large role are the relationship between the supervisor and the individual employee and the employee’s sense of satisfaction in her or his job. Performance management, career progression, job security and discipline appeal rights are all elements of creating a positive employment environment. By assessing current processes in all UW employment categories and recommending the best options, this work team will ensure the new personnel system provides the most effective employment environment management strategies.