2019-21 Pay Plan – pending final approval from JCOER
The proposed state budget for the 2019-2021 biennium includes a pay plan for UW System. The pay plan is anticipated as 2% + 2%, meaning eligible employees can expect to receive an increase in two separate installments. Increases will be distributed according to the Salary Administration Guidelines per GEN 2.2.
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, 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, 2018 for an increase effective during the fiscal year 2019-2020 and a hire date on or before July 1, 2019 for an increase effective during the fiscal year 2020-2021.
Pay Plan Policies
UW System Administrative Policy 1278 (formerly TC 4) will be updated with guidance on the distribution of the UW System 2019-2021 pay plan.
Faculty & Staff Handbook GEN 2.2 Salary Adjustment Guidelines – These guidelines will be used to administer the pay plan for all staff that are eligible.
Forms & Documents
Performance Evaluation Form – A recent performance evaluation must be filed with Human Resources 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:
7/1/19 – 6/30/20
7/1/20 – 6/30/21
Instructional Academic Staff evaluation period:
2018-2019 Academic Year
2019-2020 Academic Year
Limited, Professional Academic Staff and University Staff evaluation period:
2018 Calendar Year
2019 Calendar Year
*Current proposed increase effective dates are January 1, 2020 and January 1, 2021
Merit Payment Approval Form – This form will be used to document solid performance for purposes of distributing a pay plan increase to eligible employees. This form should only be used for employees that do not have a recent performance evaluation on file.
Current Performance Evaluations and/or Merit Payment Approval Forms should be submitted to HR by October 21, 2019.
Frequently Asked Questions
Which employee classifications are eligible for an increase under the pay plan?
Employees that are classified as:
- Instructional Academic Staff – An average of .5 FTE or greater in the prior academic year and returning for the following academic year: (regardless of contract type)
- For Year 1 of the biennium, the 2018/19 academic year will determine eligibility
- For Year 2 of the biennium, the 2019/20 academic year will determine eligibility
- 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 and student employees.
If I haven’t received a performance evaluation recently, will I be ineligible for the pay plan?
No employee will be negatively impacted if their supervisor fails to complete an evaluation. If you do not have one on file from the performance period noted above, your supervisor will have an opportunity to complete an updated evaluation or Merit Payment Approval Form to document solid performance.
How will raises be determined?
Compensation adjustments will be made based on the salary effective dates below:
- Year 1 of the biennium (7/1/19 – 6/30/20) – April 15, 2019
- Year 2 of the biennium (7/1/20 – 6/30/21) – March 1, 2020
What is my position and/or compensation has changed since the salary effective date?
Employees that change roles after these dates may have eligibility impacted. Employees that are awarded a new position as a result of a full recruitment with an effective date after the salary effective dates listed above will not be eligible for a pay plan increase for that biennium year.
Employees 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. If an employee has questions about their specific situation, they should consult with their supervisor or have their supervisor consult with HR as needed.
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 specifically at UW Oshkosh began. For access campus employees, the original hire date at UW Colleges will be used. 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 budget office’s 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.