Title and total compensation project

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Title and Total Compensation Information

What is the Title and Total Compensation Project? expanding section

The Title and Total Compensation (TTC) Project is an unprecedented opportunity to modernize our title and compensation. Our goal is to develop new foundational structures that will help us continue to attract, retain, engage, and motivate the best people.

The project is an extension of the University Personnel Systems (UPS) project, which created a comprehensive personnel system for the University of Wisconsin System.

The project reviewed more than 1,800 job titles across the University of Wisconsin System. For such a large-scale endeavor, the University of Wisconsin System and University of Wisconsin-Madison are jointly developing job title and compensation structures to accommodate the needs of all institutions.

The TTC Project creates…

  • Clear, consistent, and relevant job titles and job descriptions
  • Market-informed title and compensation structures
  • A framework for career development at the UW-System

For more information & on-going updates on the TTC project, click here.

Last modified: 07/27/2021

What is staying the same expanding section
  • You will not lose your job. You will not have to re-apply for your job.
  • The work you do will not change.
  • Your pay will not be cut.
  • Your current benefits package will remain the same. Based on the Mercer benefits analysis and stakeholder input, the project team will recommend a benefits strategy to enhance UW benefits offerings and help keep UW competitive within the market.
  • Changes to current benefits offerings are out of the scope of this project and subject to Board of Regents and legislature reviews and approvals.

Last modified: 07/27/2021

What is changing expanding section
  • The current job titling structure is being updated and modernized. A job framework is the overall organization of jobs used for administering compensation and managing career progression. The new job framework contains job families, job sub-families, and career paths. Each career path contains career levels that represent requirements reflecting incremental differences in skill, knowledge and responsibilities.
  • As a result of this project, job titles will be market informed and will accurately capture the work currently being done at across the UW System. In the instances where current job titles do not accurately capture the work that is being done in the role or does not match job titles used for similar work in the market (private and public organizations), new titles have been created.
  • Once the job title structure is finalized, fixed compensation or salary ranges will be updated to reflect the market data.

Last modified: 07/27/2021

Project Phases expanding section

Phase 1 – Design Study Strategy (completed)

  • Review data
  • Develop project plan
  • Stakeholder interviews & focus groups
  • Compensation philosophy guiding principles
  • Preliminary communication and change management strategy

Phase 2 – Assess Positions and Develop New Job Title Structure (completed)

  • Job titling framework
  • Map positions to the titling framework
  • Create/update job descriptions
  • Stakeholder briefings

Phase 3 – Create Compensation Structure (completed)

  • Analysis of compensation
  • Salary structure
  • Preliminary cost analysis
  • Salary administration guideline
  • Stakeholder briefings

Phase 4 – Review Benefits/Work-life and Leave Structures (Ongoing)

  • Analysis of benefits and work-life and leave structures
  • Gap analysis and recommend solutions

Phase 5 – Implement New Structures (Ongoing)

  • Presentation to stakeholders
  • Finalize program based on stakeholder feedback
  • Finalize communication and change strategy
  • Deliver targeted communications
  • Training for ongoing program administration 

Last modified: 07/27/2021

UW-La Crosse Project Team expanding section
  • Patricia Markos, Instructional Program Manager III, IPSE, Academic Staff Council Representative
  • Becky Yoshizumi, Academic Department Associate, Computer Science, University Staff Council Representative
  • Laurie Miller, IAS Representative, Economics
  • Britney Heineman, USC Madison Representative
  • Lisa Drazkowski, Financial Program Supervisor, Business Services
  • Kathryn Oleson, Business Manager, Student Affairs
  • Shauna Salow, Academic Department Associate, Health Professions
  • Erin Hanson, Deputy Director, Intercollegiate Athletics
  • Becky Vianden, Director, Academic Advising and Career Services
  • John Acardo, Chief Human Resources Officer, Human Resources

Last modified: 07/27/2021