Employees will have an opportunity to file a formal appeal of their new official TTC title from November 22, 2021 – February 4, 2022. The form to be used and instructions for this process can be found here.

The overall process will include the following steps: 

Step 1 – Informal resolution 

Step 2 – Formal appeal: initial review 

Step 3 – Formal appeal: panel review 

Step 4 – Formal appeal: final decision 

Employees will need to return the completed form and supporting documents via e-mail to hroffice@uwosh.edu with the subject line of “Last Name – TTC Title Appeal”. Appeal outcomes will be determined by June 30, 2022.

The new pay ranges and salary structure is available to view here.

Join UW System on November 9 & 18 for one of the Salary Structure Virtual Town Hall Meetings to learn more about the updated salary structure. The Town Hall meeting will cover:

• How UW System’s salary structure was built
• How jobs fit in the salary structure
• How the salary structure will be maintained
• Answer commonly asked questions about employee pay

More information, including links to login, can be found here.

When looking in the SJD Library, you will notice some jobs have a (B) or (C) in their title, which represents a scaled job. That is a recently-determined detail for a small portion of the titles in the library. This title and salary structure continues the idea of creating differentiated job titles for leadership positions found systemwide based on a small, medium, and large institution designation. In the previous structure, these positions saw an L, M, or S behind their title if they were in a scaled job. Now, those are adjusted to be (B) or (C).​

A scaled job is a way to further refine the market pricing for a position based on comparative peer salary data such as budget/expenditures and size/FTE of an organization’s structure. 

Scaling is not title progression, so an employee at UW Oshkosh is not able to move from a B to a non-lettered title.

UW System has determined that UW Oshkosh is a (B) institution, so any employees that have been mapped to a title that includes scaling will see the letter (B) next to their title. This does not change the title mapping or the standard job description language. It only refers to a differentiation in salary structure based upon the size and scope of the institution.

The process to request a business title will be available after TTC is implemented. Updates about the business title request process will be shared at our December HR connections, as well as the creation of training guides for our website. We will be using the BP Logix system for this request, and we will also be putting together parameters for when a business title needs to be formally requested through our office.

What is a Business Title?

The TTC job framework uses titles commonly found in the market to describe the work performed at the University of Wisconsin System.

There may be some instances where a title of record is not the best descriptor of work being performed, nor does it always provide enough detail about the specifics of an individual position within the organization. In this case, a business title may be used by a person in a position to help communicate their role. There must be a demonstrated need for the creation of a business title.

Where can I use a Business Title?

A business title should:

• Clarify a position’s role in the organization.
• Describe the work performed in a role.
• Align with industry best practice.

Example: An employee who is a Recreation Program Coordinator adopts the business title of Coordinator of Competitive Sports to specify their program area.

A business title should not:

• Duplicate a title of record or official title.
• Misrepresent the university or the authority of a position in any way.
• Use words that are recognized as typically being associated with executive titles – president, chancellor, director – or any modified executive titles – vice president, etc. – without institution Human Resources, Chancellor, departmental, and /or division approvals.

Example:  A Sponsored Programs, Grants & Contracts Coordinator cannot take a business title of Compliance Manger because that is an exiting title of record.

FLSA changes – The Fair Labor Standards Act (FLSA) establishes federal minimum wage, overtime pay, and recordkeeping laws. It assigns each employee an exemption status, non-exempt or exempt, based on job duties performed under each position title. A small number of current employees will have their exemption status change due to TTC.

Employee classification, University Staff and Academic Staff, is separate from FLSA. While employees will be required to change FLSA exemption status, employees will not be forced to change employee classification. Some employees will have the option to change employee classification if they so choose.

In the coming months, our office will work directly with employees who are affected by this change. We will provide more detailed information about the impact of this change and offer support to the employee and their supervisor, answering any questions or concerns either may have. We plan to offer informational sessions and supplemental documents to ensure a smooth transition this fall.

University Staff Moving from Non-exempt to Exempt FLSA Side by Side Guide

University Staff Moving from Exempt to Non-exempt FLSA Side by Side Guide

TTC Employee Choice for University Staff

Academic & Limited Staff Moving from Exempt to Non-exempt FLSA Side by Side Guide

Academic & Limited Staff Moving from Non-exempt to Exempt FLSA Side by Side Guide

• You will not lose your job. You will not have to re-apply for your job.
• The work you do will not change.
• Your pay will not be cut.
• You will not receive a raise. Any increases in pay are out of scope of the project and will need to be funded and planned over time by leadership.
• Your current benefits package will remain the same. Based on the Mercer benefits analysis and stakeholder input, the project team will recommend a benefits strategy to enhance UW benefits offerings and help keep UW competitive within the market.
• Changes to current benefits offerings are out of scope of this project and subject to Board of Regents and legislature reviews and approvals.

• The current job titling structure is being updated and modernized. A job framework is the overall organization of jobs used for administering compensation and managing career progression. The new job framework contains job families, job sub-families, and career paths. Each career path contains career levels that represent requirements reflecting incremental differences in skill, knowledge and responsibilities.
• As a result of this project, job titles will be market informed and will accurately capture the work currently being done at across the UW System. In the instances where current job titles do not accurately capture the work that is being done in the role or does not match job titles used for similar work in the market (private and public organizations), new titles have been created.
• Once the job title structure is finalized, fixed compensation or salary ranges will be updated to reflect the market data.

Phase 1 – Design Study Strategy

• Review data
• Develop project plan
• Stakeholder interviews & focus groups
• Compensation philosophy guiding principles
• Preliminary communication and change management strategy

Phase 2 – Assess Positions and Develop New Job Title Structure

• Job titling framework
• Map positions to the titling framework
• Create/update job descriptions
• Stakeholder briefings

Phase 3 – Create Compensation Structure

• Analysis of compensation
• Salary structure
• Preliminary cost analysis
• Salary administration guideline
• Stakeholder briefings

Phase 4 – Review Benefits/Work-life and Leave Structures

• Analysis of benefits and work-life and leave structures
• Gap analysis and recommend solutions

Phase 5 – Implement New Structures

• Presentation to stakeholders
• Finalize program based on stakeholder feedback
• Finalize communication and change strategy
• Deliver targeted communications
• Training for ongoing program administration 

*The Title and Total Compensation Project will not impact Faculty for Phases 2 (Titling) and 3 (Compensation) 

Project Team
Shawna Kuether (Chair)
Shannon Lemke
Kristen Leonard
Maggie Gorzek
Katelyn Fenrich
Holly Shea
Doug Salmon
Chris Gantner
Julia Hodgen
Evelyn Meuret
Heidi Frey
Liz Bannenberg
Lee McCann

University Staff Membership

Academic Staff Membership

Faculty Membership