A major overhaul of the University of Wisconsin-Madison’s HR system involved collecting input from 7,800 employees and students via surveys, an employee advisory committee, forums and web chats.
The effort began as an attempt for the university to create an HR system separate from the Wisconsin state government’s, in part so it would have greater flexibility to reward and retain talented employees.
The system will incorporate best practices from union contracts, state statutes, university governance policies, UW System administrative codes and Board of Regents policies, notes Bob Lavigna, UW-Madison HR director.
Eleven work teams of governance groups, labor, staff and students developed recommendations for the new system. The teams secured a commitment from the university that the new system will not result in base pay reductions for any employees.
The compensation work team, Lavigna says, recommended using comparisons with other universities and public-sector employers to set competitive pay. The team’s work highlighted the need for a fair, objective and transparent employeeprocess, he says.
Other UW campuses are expected to adopt their own HR systems as well.
Contact: Bob Lavigna, (608) 265-2257.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Make arbitration agreements stick--even if there's no employee signature
- Figure out how much you're worth
- Use Deflategate's lessons to get a grip on investigations
- Is it legal to discipline an employee for tardiness by suspending her without pay?