University of Wisconsin System

University Personnel SystemProject Team

UW SuperiorYellowjacket Union

Great RoomOctober 3, 4 and 5,

2012

A Final Review 2

What is UPS?• UPS was created in § 36.115, Wis. Stats. • Two systems must be implemented on July 1, 2013

• UW-Madison• Balance of UW System

• Structure used to recruit, appoint, pay, provide benefits to, and manage personnel matters

• UPS will be governed by the UW Board of Regents, not OSER• Is not a computer system. It will not replace the Human Resource System.• Implementation is July 1, 2013 but there will be continued work after

implementation• 2011-13 biennial budget (2011 Act 32) did not provide funding or a budget for

UPS• Historic opportunity to create and improve personnel system• A huge endeavor that will affect all stakeholders • All members of the University Workforce are stakeholders

ups@uwsa.edu

State Agency Employees (DOA, DNR, DOT, etc.)

12,300 UWClassified

Employees

Office of State Employment Relations University of Wisconsin

• Titles• Compensation

• Titles• Compensation• Labor Relations

• Titles• Compensation• Labor Relations

12,300 UWClassified

Employees

28,000 Unclassified Employees

40,000 UW Employees

State Agency Employees (DOA, DNR, DOT, etc.)

UW-Madison Balance of the UW System

Legislative Intent of § 36.115, Wisconsin Statutes

ups@uwsa.edu A Final Review 3

A Final Review 4

UPS Guiding Principles

• Simplicity promotes efficient and effective policies and procedures.

• Consistency provides for fairness of policies and procedures.

• Coherence governs over simplicity and consistency so that the desires for one do not overtake the other in the development of new personnel systems. With coherence, different aspects of the new systems will work together toward fulfilling the purposes of a personnel system.

ups@uwsa.edu

A Final Review 5ups@uwsa.edu

A Final Review 6

UWSA and UW-Madison Collaboration

ups@uwsa.edu

A Final Review 7

Initial steps in the UPS design…

• Current State Assessment • Employees from UW System institutions

were asked to identify three things:• Current state problem, symptom or

limitation• Impact of problem, symptom or limitation• Institution assigned priority

ups@uwsa.edu

A Final Review 8

Initial steps in the UPS design…

• UPS Work Groups were created around recurring themes in the Current State Assessment.• Employee Categories • Compensation• Benefits• Employee Environment• Recruitment & Assessment• Employee Movement

ups@uwsa.edu

A Final Review 9

Initial steps in the UPS design…

• Work Groups used Current State Assessment responses to guide discussions.

• Work Groups drafted initial UPS recommendations.

• Drafts were distributed to stakeholders for feedback.

ups@uwsa.edu

A Final Review 10

Initial steps in the UPS design…

• All UW institutions were tasked with communicating initial recommendations and collecting feedback. Feedback was collected through surveys, e-mail, MY UW System portal, employee forums, and conversations.

• Over 1000 responses System-wide (all institutions represented).

• Feedback was documented and reviewed by the UPS Project Team.

• Feedback is currently posted on the UPS website.

ups@uwsa.edu

A Final Review 11

Recent events…

• UPS Project Team drafted proposed implementation decisions based on stakeholder feedback.

• Proposed implementation decisions were categorized based on guidance from the UPS Task Force and UW institutions’ leadership.

• The five decision categories are:I. Decision effective July 1, 2013 requiring Board of Regents (BOR) and Joint

Committee on Employment Relations (JCOER) approval.II. Decision effective July 1, 2013 requiring BOR approval but not JCOER

approval.III. Decision effective July 1, 2013 requiring BOR approval and statutory change.IV. Decisions that UW institutions are encouraged to implement under existing

delegated authority.V. Decision being recommended for further discussion and potential

implementation after July 1, 2013.

ups@uwsa.edu

A Final Review 12

Next Steps….

• Stakeholders review the proposed implementation decisions

• Consider proposed decisions and the guiding principles of simplicity, consistency and coherence

• Provide reaction to the UPS Project Team at ups@uwsa.edu

ups@uwsa.edu

Future events…

• September, 2012 – October 19, 2012: Review of draft implementation decisions by stakeholders

• November 2012 – March 2013: Finalization of new personnel system to be reviewed and approved by Chancellors, Board of Regents, and Joint Committee On Employee Relations

• March 2013 – June 2013: Prepare for implementation• July 1, 2013: UPS implementation begins July 1, 2013 – Onward: Continued work on the proposed

decisions which were recommended for further discussion and potential implementation after July 1, 2013

ups@uwsa.edu A Final Review 13

A Final Review 14

DocumentingProposed Implementation Decisions

• The template decision document is a tool used to capture the current state, stakeholder feedback, the proposed implementation decision, and supporting business case.• Identifies key issues being addressed.• Explains the options discussed, the relevant benefits and risks.• Documents the potential costs, policies and operational

requirements e.g., new processes, communication, training.• Provides a record of accountability and drives support by

decision makers.

• Every proposed implementation decision has been documented using this process.

ups@uwsa.edu

A Final Review 15

Template Decision DocumentTOPIC   DECISION

NUMBER 

 UPS WORK GROUP NAME  

 PROPOSED UPS IMPLEMENTATION DECISION CATEGORY

(ONE OF THE FOLLOWING WILL BE ENTERED IN THIS BOX)  I. Decision effective July 1, 2013 requiring Board of Regents and Joint Committee on Employment Relations approval. II. Decision effective July 1, 2013 requiring Board of Regents approval but not Joint Committee on Employment Relations approval. III. Decision effective July 1, 2013 requiring Board of Regents approval and statutory change. IV. Decisions that UW institutions are encouraged to implement under existing delegated authority. V. Decisions being recommended for further discussion and for potential implementation after July 1, 2013.  

ups@uwsa.edu

A Final Review 16

UPS PROPOSED DECISION

 

INITIAL UPS WORK GROUP RECOMMENDATION

t

CURRENT STATE

SUMMARY OF STAKEHOLDER FEEDBACK ON UPS PROPOSED DECISION

 

BUSINESS CASE FOR THE UPS PROPOSED DECISION

 Identification of key issue(s) being addressed:  Discussion of proposed state:  Reasons for recommended proposed decision:  Implementation challenges of the proposed decision:  If approved, when will the decision be implemented and how many staff will be affected:  If the decision is not approved, the ramifications are:  

ups@uwsa.edu

A Final Review 17

COST ANALYSIS OF THE PROPOSED DECISION

 

IMPACT OF THE PROPOSED DECISIONS ON EXTERNAL AGENCIES

 

POLICY FOR THE PROPOSED DECISION

 

PROPOSED DECISION IMPLEMENTATION STRATEGIES

1. Effective date of implementation:

2. University Personnel Guidelines Implications:

3. Transition Plan for University Workforce: 

4. Communication Strategies:  

5. Training Strategies:  

ups@uwsa.edu

A Final Review 18

Employee CategoriesProposed Implementation Decisions

Faculty

AcademicStaff

Student Assistants and Employees-in-Training

Limited

University Staff

University Workforce

ups@uwsa.edu

A Final Review 19

Employee Categories Proposed Implementation Decisions

• Proposed decisions effective July 1, 2013:• The UPS will consist of five employee categories.• University Staff given the opportunity to participate in

decision making at each institution.• Current classified FLSA exempt titles will become

Academic Staff• Incumbents will be given a choice to move to Academic Staff

or remain in University Staff. This will be an irrevocable decision.

• After July 1, 2013, employees hired into FLSA exempt positions will be Academic Staff.

ups@uwsa.edu

A Final Review 20

Employee CategoriesProposed Implementation Decisions

• Title and Total Compensation Structure Analysis• A Request for Proposal (RFP) will be drafted to

determine whether a self-funded title and total compensation structure analysis should be done.

• Titles and total compensation (salary and benefits) structures will be included in the RFP to ensure the title definitions adequately describe the array of duties and responsibilities across the UW System and that the associated salary and benefit ranges are informed by the current market.

• Job families or groups based on functional area will be included in the RFP.

ups@uwsa.edu

A Final Review 21

Compensation Proposed Implementation Decisions

• All employees’ base pay rates will remain the same upon UPS implementation.

• Proposed decisions to be included in 2013-15 State of Wisconsin Biennial Budget:• All employees will be eligible for merit increases

outside of a biennial pay plan, and merit will be a component of the biennial pay plan for all employees.

• Continue the current ability of UW institutions to fund and implement supplemental pay plans.

ups@uwsa.edu

A Final Review 22

Compensation Proposed Implementation Decisions

• Will be included in the RFP for a Title and Total Compensation Structure Analysis • Appropriate market comparisons• Assigning pay structures to titles• Implementing tools for salary flexibility

• Proposed decision to be effective July 1, 2013:• A 2013-15 pay plan for all employees that will include:

• More flexible pay schedules for most University Staff• Continued pay schedules based on prevailing wage rates for

Building Trades employees• All FLSA exempt staff will be treated consistently, with the exception

of public safety supervisors, as permitted by law

ups@uwsa.edu

A Final Review 23

Compensation Proposed Implementation Decisions

• Proposed decisions recommended for further discussion and potential implementation after July 1, 2013:• Offer employees who work on an academic year

contract the option of payment over 9 or 12 months.

• All employees paid on a bi-weekly basis.• If bi-weekly pay isn’t implemented, academic year

employees paid on a monthly calendar in HRS.

ups@uwsa.edu

A Final Review 24

Total Compensation

• The RFP for a structure analysis will include a review of total compensation comparables from applicable market data

• Total compensation includes all employer paid benefits that employees receive• Paid annual leave (vacation)• Sick leave • Paid leave banks• Employer paid health insurance contributions• Retirement (WRS)

ups@uwsa.edu

A Final Review 25

BenefitsRecommendations

• All benefits will remain the same on July 1, 2013.

• Some benefits recommendations will be considered for

inclusion in the RFP for a Title and Total Compensation Structure Analysis.

• Some benefits recommendations will be held for continued discussion after July 1, 2013.

• Craftsworker/Trades and temporary employees (LTEs) will be studied separately.

ups@uwsa.edu

A Final Review 26

Benefits Recommendations

• For potential inclusion in the RFP for a Title and Total Compensation Structure Analysis• Paid annual leave accrual schedule• Sick leave accrual schedule• Paid leave banking• Tuition assistance• Personal holiday allocations combined into paid

annual leave• Legal holidays• Bereavement leave

ups@uwsa.edu

A Final Review 27

Benefits Recommendations

• Benefits recommendations for continued discussion after July 1, 2013:• Immediate eligibility of employer contribution toward

health insurance (i.e. - first day pick up)• Review and enhance where possible current

employee paid benefit plans (e.g. – life, vision, dental insurance, flexible spending, etc.)

• General paid leave administration consistency• Observance of weekend legal holidays• Fiscal year accrual for paid annual leave• Use of paid annual leave from first day of employment

ups@uwsa.edu

A Final Review 28

Benefits Recommendations

• Benefits recommendations for continued discussion after July 1, 2013: • Study the feasibility of:

• Combining ICI programs• One catastrophic leave program• One consistent supplemental leave administration

policy

• Sick leave administration• Five-year sick leave reinstatement for all sick-leave

eligible employees

ups@uwsa.edu

A Final Review 29

Employee EnvironmentProposed Implementation Decisions

• Proposed Decisions effective July 1, 2013:• Dismissal for cause for University Staff retained and

incorporated into the UPS as required by Wis. Stat. § 36.115(4).

• Establish grievance procedures for University Staff including all elements required by Wis. Stat. § 36.115(4).

• Create employee safety and workplace expectations with the ability of each institution to further define them as required by Wis. Stat. § 36.115(4).

• A single Board of Regents code of ethics that includes all employees as required by Wis. Stat. 19.45(11)(b).

• Layoff procedures for University Staff, under which layoff order decisions will be based on employer need and other factors including employee job performance and seniority.

ups@uwsa.edu

A Final Review 30

Employee Environment Proposed Implementation Decisions

• Decisions UW institutions are encouraged to implement under existing delegated authority:• Enhance supervisor education programs and ensure

follow-up education for existing supervisors.• Enhance new employee programs that provide

resources at the start of employment and throughout the employee experience.

• Enhance performance management structures.• Continue and enhance efforts that support diversity in

all aspects of the UPS and work environment, including education on diversity for all employees.

ups@uwsa.edu

A Final Review 31

Recruitment & AssessmentProposed Implementation Decision

• Proposed decisions to be effective July 1, 2013:• Develop and utilize simplified and flexible hiring methods that

are fair and based on merit . • Integrate current recruitment policies into a single system of

university employment practices:• ensure institutional flexibility in recruitment and assessment practices;• require mandatory probationary periods for all hires except limited

appointees; • an employee who does not pass probation may return to previous

employer at employer’s discretion;• ensure inclusive and equal access to fair, merit-based recruitment

and assessment processes based on job-related criteria; • develop, share, and use best practices for recruitment and

assessment across the UW System.

ups@uwsa.edu

A Final Review 32

Employee MovementProposed Implementation Decision

• Proposed Decisions effective July 1, 2013: • Adopt business rules that allow employees to retain WRS

years of service, sick leave, and certain leave benefits when moving to different positions within and between UW institutions, as well as to and from UW-Madison and State agencies.

• Eliminate mandatory placement in a position so that employees participate in a competitive recruitment process for every position.

• Consideration of current employees may be provided as a initial step in the recruitment process.

• Career advancement and progression opportunities for potential inclusion in the RFP for a Title and Total Compensation Structure Analysis.

ups@uwsa.edu

A Final Review 33

UPS Timeline (2012) September - October 19: Proposed implementation

decisions presented to and discussed with Legislators September - October 19: Proposed Implementation

Decisions reviewed by governance groups and other stakeholder groups

October 22 - October 31: Review and consider stakeholder input of the proposed implementation decisions

November 1: UPS Steering Group reviews final draft November 7: UPS Task Force reviews final draft November 8: Board of Regents – Deep dive meeting

ups@uwsa.edu

A Final Review 34

UPS Timeline (cont’d)

November 16, 2012: Final draft approved by Chancellors

December 6 and 7, 2012: Proposed implementation decisions and Regent

policy recommendations presented to Board of Regents for approval

January 2013: Needed technical statutory bill presented to Legislature

February 2013: BOR approved final draft presented to JCOER for approval

March - June 2013: Prepare for implementation (training, education, testing)

July 1, 2013: UPS implementation begins

July 1, 2013 – Forward: Continued work on the proposed decisions for further

discussions and potential implementation after July 1, 2013

ups@uwsa.edu

A Final Review 35

Questions

• Visit the UPS website: http://web.uwsa.edu/personnelsystems/

• Email questions and feedback to ups@uwsa.edu.• Review the complete UPS Proposed Implementation

Decisions here: http://www.uwsuper.edu/hr/general/ups.cfm • Feedback to any of the following:

• Wendy Kropid, UPS Task Force Member and Faculty Senate Chair wkropid@uwsuper.edu

• Ryan Kreuser, Academic Staff Senate Chair rkreuser@uwsuper.edu • Debra Sequin, Classified Staff Advisory Committee Chair

dsequin@uwsuper.edu • Peggy Fecker, Human Resources Director pfecker@uwsuper.edu

• DEADLINE FOR FEEDBACK OCTOBER 19, 2012ups@uwsa.edu