Title & Total Compensation
To view the Standard Job Description (SJD) Library click HERE
The Title and Total Compensation (TTC) Study is a comprehensive effort designed to develop a new classification and compensation structure. The goal of this project is to modernize the current title and compensation programs, which will allow the UW institutions to continue to attract and retain the best talent. The study involves reviewing the functions of more than 30,000 employees across the UW system, conducting a market analysis of total compensation, and developing core job titles and compensation structures.
The objectives of the study include:
- Develop clearer and more competitive job title and compensation structures
- Ensure job titles accurately reflect duties and responsibilities
- Provide sustainable methods to maintain market-informed title and compensation structures
- Build in career progression where it makes sense
- Include job titles and compensation structures for academic, university, and limited staff
- Review compensation for graduate students
- Enhance recruitment and retention
The study is expected to take 18 months to 2 years minimum.
UWO Title and Total Compensation Study Project Team
Project Team
Shawna Kuether (Chair)
Shannon Lemke
Jenna Roovers
Kristen Leonard
Maggie Boone
Katelyn Fenner
Jodi Anthony
Holly Shea
Zack Sowieja
Doug Salmon
Chris Gantner
Julia Hodgen
Evelyn Meuret
Heidi Frey
Liz Bannenberg
Lee McCann
University Staff Membership
Ricky Johnson
Lisa Goetsch
Academic Staff Membership
Faculty Membership
Stephen Bentivenga
Project Phases
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)
For more information & on-going updates on the TTC Study, click here.
