Pay Plan
*employees who are on an ongoing temporary base adjustment, in an interim or acting role, or had a permanent base adjustment after 11/7/22 have not received letters at this time. These letters will be issued as soon as possible.
2021 -2023 Pay Plan Procedures
The 2021-23 State of Wisconsin Biennial Budget includes a pay plan for UW System. The pay plan is 2% + 2%, meaning eligible employees can expect to receive an increase in two separate installments.
This policy states that salary adjustments will be distributed on an equal percentage basis to all individuals judged to be solid performers. To be eligible, employees must meet the following criteria:
- Be in an eligible employment classification (see FAQ below)
- All compliance requirements are completed: Preventing Sexual Harassment & Violence Training, Information Security Awareness Training, Mandated Reporter Training, and Outside Activities Reporting
- Have a performance evaluation on record that supports solid and/or meritorious performance
- If a supervisor, have all direct report evaluations completed
- Have a hire date on or before July 1, 2020 for an increase effective during the fiscal year 2021-2022 and a hire date on or before July 1, 2021 for an increase effective during the fiscal year 2022-2023
Pay Plan Policies
UW System Administrative Policy 1278 (formerly TC 4) provide Chancellors with a framework for the distribution of UW System approved pay plans for the university workforce.
UWO Policy Directory Salary Adjustment Guidelines – These guidelines will be used to administer the pay plan for all eligible staff.
UW Oshkosh Pay Plan Guidelines – Administration guidelines for distribution of the UW System 2021-23 pay plan funds for eligible faculty and staff at UW Oshkosh.
Forms & Documents
Performance Evaluation Form – A recent performance evaluation must be on record in the ePerformance system in order to receive an increase from the pay plan. It is the supervisor’s responsibility to ensure a recent performance evaluation is on file.
Please Note: An evaluation will be considered recent if it covered the evaluation periods identified below:
| Increase Effective Date: | 7/1/21 – 6/30/22 | 7/1/22 – 6/30/23 |
| *Instructional Academic Staff evaluation period: | 2020-2021 Academic Year | 2021 Calendar Year |
| Limited, Professional Academic Staff and University Staff evaluation period: | 2020 Calendar Year | 2021 Calendar Year |
*IAS will transition into ePerformance for the 2021 calendar year. Record of solid performance must be on file for the 2020-2021 academic year using prior practice for the 1st installment.
Timeline & Effective Dates
All performance evaluations are due by March 1 of the following year.
Second Installment Effective Date
| Employee Type | Effective Date of Increase | First Paycheck with New Rate |
| All Employees | 1/1/23 | 1/26/23 |
Frequently Asked Questions
I am an instructional academic staff member and my pay-plan letter for 2023 indicates a salary that does not seem correct.
This year, UW System created letters to go out to all system employees for Pay Plan. Given the large number of letters generated, a template was used for all employees to include actual salary only (Actual Salary = Base Salary * FTE). Please reach out to the HR Office should you have any questions on your letter, salary listed, base salary or FTE.
Examples: You are an academic year IAS at 0.80 FTE. Your letter stated your new salary was $48,000 (actual salary). Not stated on your letter was your base salary of $60,000. ($60,000 * 0.80 FTE = $48,000).
You are a one-semester-only IAS at 0.80 FTE. Your letter stated your new salary was $48,000 (actual annualized salary). Not stated on your letter was your base salary of $60,000. ($60,000 * 0.80 FTE = $48,000). Since you are on a one-semester-only contract and the salary given is based on annualization; divide the actual salary by two to get your one-semester-only actual salary. $48,000 indicated on your letter is equal to $24,000 for one semester.
What if my FTE is changing for next semester?
If your FTE is changing, your new actual salary will be calculated off of your new FTE and base salary with pay plan. To find your current FTE and base salary you may refer to your most recent contract in PageUp. If FTE has changed in Fall 2022 (prior to pay plan) you would also receive an email notification from BP Logix to inform you of the change. If you still have questions regarding your base salary and FTE and how pay plan would be factored in, please reach out to your HR Generalist or the HR Office.
Which employee classifications are eligible for an increase under the pay plan?
Employees that are classified as:
- Faculty
- Limited
- Instructional Academic Staff – An average of .5 FTE or greater in the prior academic year and returning for the following academic year
- Non-Instructional / Professional Academic Staff
- University Staff – Continuous or Project
Employee classifications that are not eligible for the pay plan include employees covered by the trades collective bargaining contract, university staff temporary, graduate assistants, student employees and employees paid on a lump sum basis only.
How will raises be determined?
Compensation adjustments will be made based on base salary in the November prior to a January effective increase.
What if my position and/or compensation has changed recently?
Employees that change roles after July 1st of the year prior to the increase effective date may have eligibility impacted. Those that are awarded a new position as a result of a full recruitment will not be eligible for a pay plan increase for that year. Those that receive a raise or change in title as a result of progression or reclassification and the content of the work is the same or very similar, will be eligible for a pay plan increase.
What if I am in an interim or acting position?
Interim and acting appointments are not eligible for the pay plan, however if holding another eligible appointment, the amount that would be given to the eligible appointment will be applied to the interim position.
If I started working at UW Oshkosh after the hire date cutoff but I worked at another UW institution prior, am I still eligible?
The hire date used to determine eligibility is based on when employment at UW Oshkosh began. Time served at an institution other than UW Oshkosh or UW Colleges will not be used in determining eligibility.
Are grant-funded positions eligible for the pay plan?
Grant-funded positions are eligible to receive a merit-based increase in line with pay plan criteria. The process to award an increase is different because grant-funded positions are not included in the continuing staff base. If a supervisor wishes to award a pay plan increase to a grant-funded position, they must complete a PTF form and identify the funding for the increase.
What if I am currently receiving a temporary base adjustment (TBA)?
If an employee is eligible for the pay plan and currently receiving a TBA, their increase will be based off of their permanent base salary. The additional compensation received through the TBA will not be used to award pay plan dollars.
Are employees that are part of an approved step increase plan eligible for pay plan in addition to their step increases?
No, these employees will be excluded from pay plan increases while they are in a position that is eligible for a step increase program.