Program year: 2024
UW–Madison has provided a central pool of funds to schools, colleges, and divisions across campus to support compensation programs for employees. Information about these programs was announced to all UW employees in March 2024. The campus strategy includes an allocation of more than $23.5 million total to support schools, colleges, and divisions in rewarding and retaining faculty and staff, as well as assisting in addressing market-informed compensation issues.
This year, there are a number of different programs available to allocate central funding for pay increases. At SMPH, departments and administrative work units will participate in a holistic review of employee compensation in comparison to the market data available for positions.
Leaders will consider:
- Recognize exceptional performance via the utilization of funds provided
- Address market-competitive pay disparity
- Market-retention related challenges
While the available resources are exciting, they will unfortunately not allow all deserving staff and faculty to be recognized at this time.
Compensation Programs Information
Programs Available for Limited, Academic and University Staff
Centrally funded compensation programs for staff will focus on market review and the recognition of exceptional performance.
This is an accordion element with a series of buttons that open and close related content panels.
Discretionary Compensation Fund (DCF)
The Discretionary Compensation Fund will focus on rewarding and retaining high performers and addressing compensation related issues/challenges related to retention and pay compression. Increases awarded will be effective May 5, 2024 and will be on the May 30, 2024 paycheck.
Performance Bonus Fund (PBF)
The Performance Bonus Fund is designed to provide departments with the opportunity to recognize exceptional work and/or service, often above and beyond employee job responsibilities, and especially tied to a specific project, task, or initiative via a one-time performance payment.
Funds Available for Faculty
Centrally funded compensation programs for faculty will focus on rewarding exceptional performance and addressing specific retention-related challenges.
This is an accordion element with a series of buttons that open and close related content panels.
Faculty Block Grant (FBG)
The Faculty Block Grant is designed to promote the nomination of faculty who have consistently exhibited exceptional performance in research and service to SMPH and beyond. Departments will review, prioritize, and nominate deserving faculty for consideration of a salary increase to recognize exceptional performance.
Post Tenure Review Increment (PTRI)
The Post Tenure Review Increment Program is designed to provide departments with the opportunity to provide base adjustments to tenured faculty who have been identified through the post-tenure review process as having met or exceeded performance expectations during the usual five-year post-tenure review period. Pay increases awarded as a result of this program will be effective at the start of 2025 fiscal year.
Faculty promotions
Campus has allocated a pool of funds to support the pay increases that departments provide to faculty upon successful promotion within the faculty track. Pay increases awarded as a result of this program will be effective at the start of 2025 fiscal year.
Performance Bonus Fund (PBF)
The Performance Bonus Fund is designed to provide departments with the opportunity to recognize exceptional work and/or service, often above and beyond employee job responsibilities, and especially tied to a specific project, task, or initiative via a one-time performance payment.
Eligibility
Some basic, campus-wide parameters that SMPH departments will follow include:
- Employees must have completed all required UW–Madison and SMPH trainings/compliance
- Supervisors must be current on their employee performance evaluations — to view your Performance Management and Development Program (PMDP) dashboard, log in to PMDP on my.wisc.edu
- Employees must have completed their initial probationary or evaluation period and have a summary probation evaluation with a rating of “Meeting Expectations” on file by April 1, 2024 to be eligible for performance increases
- Rehired annuitants are not eligible
- Employees with documented performance issues are not eligible
- Faculty whose compensation is established annually via the department compensation plan are not eligible
Timeline
Each school/college has been charged with developing and making available a formalized process and timeline for using this central funding for selected faculty and staff.
March 14: All UW–Madison employees notified
Information about these programs announced to all UW employees in March 2024.
March 18: Unit leaders engaged
SMPH HR sends a message to department and other unit leadership asking that they begin to think about those employees who represent the very highest priority in terms of recognition of outstanding performance and to begin to consider employees whose compensation may not align with the market data for their role. Additionally, it tells department and unit leaders that they should have supervisors ensure their performance evaluations are up to date.
March 26: Nomination period begins
Nomination period begins and unit leaders are sent needed information to complete this process. Each SMPH department has now received materials and budgeted dollars for review. Department leaders implement the review and request process in accordance with identified work unit priorities.
April 12: Deadline for pay adjustment recommendation from departments
Departments use materials and budgeted dollars to make pay adjustment recommendations to SMPH Dean’s Office.
Departments are also encouraged to supplement the central funding with their own discretionary funds when they are able to address additional compensation issues.
May 5: Some pay adjustments effective
Department recommendations that are approved for DCF, PBF, and FBG pay adjustments are effective on May 5, 2024, and will appear on the May 30 paycheck. Employees receiving pay adjustments through these three programs will receive an email notification by May 30.