2% Pay Plan – What we know and who is eligible.

The majority of UW–Madison employees will be eligible to receive a 2% wage adjustment in 2023. The effective date for all team members is January 1, 2023. Please review the following eligibility criteria. If you have any questions, please do not hesitate to reach out to Ann or Paula. Timeline:
  • 2% pay plan will be effective on January 1, 2023
  • DEM Admin will distribute OHR wage adjustment letters by January 18, 2023
Eligible:
  • Team member must be in pay status as of December 1, 2022
  • All Academic, Limited, Faculty and University Staff positions (includes those in probationary/evaluation period or on leave of absence)
  • Includes fixed terminal in 02 Continuity and Academic Staff Hourly
  • Research Interns and Research Associates (except those on NIH Scale)
  • Post-retirement rehires are evaluated on a person-by-person basis
  • If they do not meet any criteria listed under “not eligible”
Not Eligible:
  • Student hourly, TEs, Student Assistants
  • Team members who have not completed Sexual Harassment Prevention Training
  • Team members not meeting expectations on their last performance evaluation via the Performance Management & Development Program (PMDP).
  • Team members who have not completed Cybersecurity Awareness Training
  • Team leads who are not current on their team member performance evaluations. “Current” is defined as:
    • If a team lead was the manager of a team member since January 2022, it is expected a summary evaluation is marked as ‘complete’ and dated between January 2022 to December 2022 in PMDP.
    • If a team lead transitioned and did not have a team member fully since January 2022 OR the team member was a new hire since January 2022 OR the team member was reassigned to a new team lead since January 2022, it is expected that a 30-day or mid-point conversation is marked as ‘complete’ and dated between January 2022 to December 2022 in PMDP.
    • If a team lead plans to complete the evaluation between October 26, 2022 to December 31, 2022, they must have their evaluation scheduled via O365 and send documentation to Ann Bradshaw.
      • If a team member is not receiving a DCF/PBF, you must provide the date of the scheduled performance review by November 25 and attest they are meeting or not meeting expectations to be eligible for the 2% increase.
Notes of Interest:
  • Team members with Temporary Base Adjustments (TBA) will have adjustment based on TBA rate.
  • Team members within 2% of the maximum of the range will receive a base adjustment up to the maximum of the range and then a lump sum payment for the remainder. Employees at or above the maximum of the range will receive the 2% as a lump sum payment.