Compensation Program Implementation in SMPH

Program for Fiscal Year 2027 (July 1, 2026–June 30, 2027)

UW–Madison has provided a central pool of funds to schools, colleges and divisions across campus to support a compensation program for employees. Information about these programs was announced to all UW employees on October 6, 2026, through an Inside UW news article. Central funding has been provided for both base salary increases and lump-sum performance bonuses at SMPH. These funds support compensation programs designed to maintain market-competitive pay, reward and retain high-performing employees, and provide opportunities to increase compensation for lower-paid staff.

SMPH implementation of the campus-funded compensation strategy aligns with campus and SMPH compensation philosophy, campus salary administration guidelines, and the overarching guidelines provided by the Office of Human Resources for this program.

At SMPH, departments and administrative work units will review employee compensation levels and assess highest priorities related to:

  • Retention risk
  • Significant market, compression or parity concerns
  • Recognition of exceptional performance

Additionally, leaders will consider:

  • Performance levels
  • Employee eligibility criteria

While these additional resources are welcome, funding is limited and, unfortunately, will not allow all deserving staff and faculty to be recognized at this time.

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Compensation Program Information

Base-Building Compensation Fund

This pay program encourages the review of staff salaries as part of the ongoing compensation strategy to ensure that SMPH is providing competitive compensation to high-performing employees. Campus funds can be used to support pay increases for employee positions funded on 101, 131 and 150 funds. Due to the limited availability of funds, SMPH departments and administrative work units will assess eligible employee populations using SMPH employee salary analysis data, departmental data, organizational insights, and leadership knowledge of workforce challenges to determine the highest priorities.  

Local leaders will be asked to pay special attention to lower-paid employees throughout the organization whose compensation may be most impacted by market pressures.

The SMPH Dean’s Office will review all nominations submitted.

Performance Bonus Fund (PBF)

The performance bonus program will provide an opportunity for recognition of exceptional work and/or service, often above and beyond employee job responsibilities, and especially tied to specific projects, tasks or initiatives via a one-time performance payment. Campus funds provided can be used for approved bonuses regardless of employee position funding type.

Departments will nominate employees that have demonstrated exceptional performance in support of department, school, and campus missions, and strategic priorities.

The SMPH Dean’s Office will review all nominations submitted.

Eligibility

Some basic parameters that SMPH departments will follow include:

  • Academic staff, university staff, faculty, and limited-term appointees with an FTE of 20%–100% are eligible
  • Employees must have completed all UW–Madison and SMPH required trainings/compliance
  • Supervisors must be current on their employee performance evaluations   
  • Employees must have completed their initial probationary or evaluation period and have an evaluation with a rating of “Meeting Expectations” or higher on file by November 1, 2026, to be eligible for a performance base increase and/or a performance bonus
  • 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

*Priority will be given to eligible employees who have not received a performance bonus and/or a base salary increase in Fiscal Year 2027.

Timeline

Each school/college has been charged with establishing a formal process and timeline for using this central funding for selected faculty and staff.

October 6: All UW–Madison employees notified

Information about these programs is announced to all UW employees in October 2026.

October 15: Committee Advocating for Staff Interests (CASI) All Staff Forum

The SMPH Compensation Team provides a short presentation describing the compensation programs to SMPH staff.

October 19: Unit leaders engaged and nomination period begins

SMPH HR launches the nomination process and provides unit leaders with program guidelines and required materials. Leaders are asked to prioritize employees based on market competitiveness, retention needs, and outstanding performance, while considering unit priorities and available funding/resources.

Departments are encouraged to supplement central funding with local funds when budget capacity allows.

November 9: Deadline for pay adjustment recommendation from departments

Departments use provided materials to make base-building and performance bonus recommendations to the SMPH Dean’s Office.

November 29: Date that approved base salary increases and/or performance bonuses become effective

Department recommendations that are approved are effective on November 29, 2026, and will appear in the December 24, 2026, paycheck.