1. Title and Total Compensation Project
Cornerstone of HR Design Strategic Plan
Attract, retain, engage, and develop top talent to meet UW-Madison’s needs
Current title and pay structures are decades old - not market informed
Need new title and compensation structures better aligned with labor market
Faculty title and salary structures – not affected – non-state benefits reviewed
New structures identified and finalized in later part of 2019

2. Titles & Standard Job Descriptions
TTC Project Core Components
Job Groups Categorizes work by function and type
Titles & Standard Job Descriptions
Creates baseline profile for roles
Total Compensation Matches pay and benefits to workforce
Defining
Work
Linking to Pay & Benefits
Level Guides
Organizes work by level / type of contribution
Market Analysis
Links jobs and benefits to market data
Legend
Complete
In-Progress

3. Job Framework
The Project introduces a common job framework to organize jobs based on similar nature and complexity of work. All jobs within a framework are organized by a combination of Job Groups, Sub-Groups, and Contribution Levels, resulting in multiple career paths.
Job Group
Job Sub-Group
Job Titles
Contribution Level
Accounting, Fin Ops, Reporting
Financial Planning and Budgeting
Bursar
Procurement
Financial Supervisor
Accountant III
Accountant II
Accountant I
Manager II
Organizational Contributor V
Organizational Contributor IV
Organizational Contributor III
Financial

4. The Strategy for Analyzing Titles and Total Compensation
The evaluation and comparison of title and benefits as a part of Title and Total Compensation strategy development.
TITLE & COMPENSATION STRUCTURE
BENEFITS STRUCTURE
Standard Job Description Creation
Pay Data (Market) Analysis
Compensation Policy Development
UW Stakeholders Participate in identifying standard job descriptions
UW compiles, analyzes, and compares pay data against labor market
UW develops policies and practices that enable recognition and rewards via pay
Purpose: Identify the work; manage the job.
Purpose: Price competitively to market
Purpose: Pay employees for performance and contributions
Benefits Preferences Survey
Benefits Valuation Analysis (BVA)
UW Employees Participate in benefits preferences survey 11/26 – 12/14
(conducted by Mercer)
UW benefits data compiled, analyzed, and compared against peer organizations*
Purpose: Identify what benefits employees value
Purpose: Analyze benefit offering competitiveness
Title and Total Compensation Strategy
Options and recommendations vetted with UW stakeholders
Recommendations presented to leadership
* Peer organizations include public and private higher education institutions as well as private sector employers

5. Standard Job Description Overview
Why:
Today, many of our descriptions are out of date, long, and don’t clearly show the work employees do.
Definition:
A standard job description represents work that is core to the job, commonly done in the role, and regularly needed within the institution. The majority of the work done by an employee will be described via their standard job description.
Charge:
Standardize the format and components of job descriptions, so they are consistent, clear, and concise.
Standard Job Descriptions include…
They do NOT include…
Long lists of tasks
Every possible responsibility the job title may have
Summary
A clear, concise statement explaining the major functions of the position
Describes the overall end-result of the work that the job produces and why it exists
1-2 sentences to give an overview of the job’s main purpose
Responsibilities
Brief statements indicating what the major work responsibilities are and why they are taken.
Typically 4-7 responsibilities listed
Tasks are identified in supplementary personnel materials (e.g. performance management expectations, standard operating procedures).

6. TTC Project Next Steps Fourth Quarter 2018
Collect subject matter expert Standard Job Description (SJD) feedback
Conduct Employee Benefits Preferences Survey
Work with Mercer to identify market benchmarks and conduct market analysis
Continue with enhanced change management and communications strategies
First Quarter 2019
Analyze and edit draft SJDs based on subject matter experts feedback
Continue to identify and describe the work through an iterative review process of the draft SJDs – includes posting drafts for UW Madison employee review
Review results of Benefits Value Analysis and Benefits Preferences Survey data
Launch pay policies and practices review to develop recommendations to align with updated job and pay structures
Work with stakeholders to review emerging TTC strategies and options