Campus Compensation Programs announced 11/26/18

Dear Colleagues, We are pleased to announce the campus compensation programs will continue for the current year. This includes the Discretionary Compensation Fund (DCF) and Performance Bonus Fund. These initiatives allocate central campus funding to provide pay increases for exceptional performance, market (including retention), and equity. DCF is a base-building pay increase while the Performance Bonus Fund is a one-time lump sum allocation. The minimum and maximum increases using the DCF and Performance Bonus Fund will be consistent with the campus pay adjustment policy (e.g., market – 3% minimum; performance – 1% minimum, 10% maximum; equity – based on case-by-case analysis). The campus guidelines for evaluating and determining fund allocations include:
  1. Bonuses should only be provided to staff who have done exceptional work or service, often above or beyond their job responsibilities. Colleges, schools, and divisions are encouraged to consider qualified individuals who have put extra time and effort into mentoring students and staff involved with campus climate issues, or who put extra work into diversity and inclusion initiatives.
  2. Deans and directors are encouraged to consider bonuses for employees in low-wage categories who qualify based on their exceptional performance.
  3. Supervisory staff must be current with their employee performance evaluations to qualify for performance adjustments.
  4. All employees must have completed the required UW–Madison sexual harassment prevention training.
  5. Individuals who have already received a 10% base-building performance increase in Fiscal Year 2019 are ineligible to receive an additional base-building performance increase, but may be considered for a market or equity adjustment or a performance bonus fund lump sum.  Similarly, individuals who have already received a 10% lump sum performance increase in Fiscal Year 2019 are ineligible to receive an additional lump-sum performance increase, but may be considered for a base-building performance increase.
  6. Employees on probation/evaluation period, rehired annuitants, Temporary Employees and Student Hourly are not eligible.
  7. Final authority for proposing adjustments is delegated to deans and directors.
We will continue the same process we have followed in previous years. The directors will submit their recommendations to the Office of the Vice Provost for Enrollment Management (OVPEM) for review and final approval, and will have an effective date of 2/1/2019 for unclassified staff and 2/3/2019 for university staff.  Staff who feel they should be considered for base building or a lump-sum bonus should have a conversation with their supervisor.