Topics Map > Academic Staff Assembly > 2021-2022 > 7. April
Academic Staff Assembly Minutes 04-11-22
ASSEMBLY MEETING MINUTES
272 Bascom Hall
Monday, April 11,
3:30 to 5:00 p.m.
Provost for Teaching and Learning John Zumbrunnen called the meeting to order
at 3:33 p.m.
Resolution for Allison Rose Murray (ASA #785)
McDaniel presented the memorial resolution for Allison Rose Murray.
Resolution for Carlos Peralta (ASA #786)
Martin presented the memorial resolution for Carlos Peralta.
Patrick Sheehan, Interim Chief Human Resources Officer; and Karen Massetti-Moran, Director of Total Rewards, Office of Human
and Karen presented an update on post-implementation activities related to the
Title and Total Compensation Project. Phase 1 of the project was about laying
the foundation with a market-informed title and compensation structure with
consistent titles, enhanced data, and an overall job framework. Since
implementation, OHR has been working on several resources, based on feedback
from governance and others, including training for the HR community. After
implementation and up until February 4, there were a number
of questions and concerns received regarding titles, FLSA status, and salary
grades. The OHR team has been working through these as well, not only for UW-Madison
but also for UW System and how System issues may impact our campus. OHR has
been prioritizing and addressing concerns from the HR community, governance,
and individual employees. This is an iterative process, and when new titles are
added, the TTC team will communicate any changes via the local HR community,
direct employee emails to those impacted, as well as posting on the “Under
Review” page of the TTC website.
of March 30, over 400 title concerns have been resolved through informal
resolution. There are 277 formal appeals that have been submitted, with about
120 resolved. The TTC Project Job Title Appeals webpage has additional
resources for employees on the process and navigating the system. Due to the
addition of new standard job descriptions (SJDs) in
the library, it is more than likely that the appeals process will go into the
fall. There will be rolling appeal deadlines for those SJDs
that are added. The appeals process is a five-step process, with independent
reviews at Steps 3-5 by individuals who were not involved in the title
assignment for the appellants. Not all employees will go through all five
steps. OHR continues to review a number of SJD requests and gaps identified by HR leads. OHR has heard
concerns about consistency of how titles are used, due to the breadth of the SJDs, and is looking to set up groups in
the near future to look at title guidelines. Promotions can occur via recruitment
(i.e. applying and taking on a new job), as well as a
change in responsibilities and title due to organizational needs and when a
different SJD is more appropriate.
has been working through issues with the salary guidelines and ranges with the
HR community, discussing what kinds of salary reviews they might do, and taking
feedback from local HR reps on the overall campus compensation strategy.
Training for the HR community includes information on determining starting
salary for new hires, pay progression within a job, promotion to a new job due
to responsibility changes, addressing parity issues, performance increases, and
pay increases due to market. After rolling these out to the HR community,
resources for employees and supervisors will be next. The salary structure has
different quartiles, with placement based on knowledge, skills, performance,
experience, and education/certification/licensure. The salary structure will
evolve, and salary survey data from higher education and the private sector are
available on a yearly basis. New titles will continue to be added to the
library, and salary ranges will remain current with the market. There is more
work to be done in the areas of long-term compensation strategy, career
development to build pathways for employees, and opportunities for benefits
Academic Staff Assembly minutes of Monday, March 14, 2022, were approved.
Executive Committee Election Results (ASA #787)
of the Academic Staff Jake Smith presented the 2022 ASEC election results.
Stephanie Elkins, Alissa Ewer, and Julie Johnson were elected to three-year
terms. Albert Muniz was elected to a one-year term. Terms of office begin on
July 1, 2022.
member Jenny Dahlberg presented the ASEC report. Jenny reminded the Assembly
that the 2022 Standing Committee elections are live. They will close on
Thursday, April 14. There is a need for more individuals to serve as hostile
and intimidating behavior (HIB) liaisons. Those interested should complete the
form linked in the ASEC report. ASEC has engaged with Patrick and Karen
frequently not only about TTC but also about challenges related to remote work.
Jenny also reminded attendees that the Staff Climate Survey is launching on April
12 and encouraged employees to complete the survey. There is a new office with
the Vice Chancellor for Finance and Administration called the Office of
Administrative Innovation and Planning, which is intended to ensure the needs
of UW-Madison are met by the Administrative Transformation Program. Jenny also
reminded attendees to attend the public forums for the VCFA
candidates occurring during the week.
Dahlberg presented the ASPRO report. The Governor successfully vetoed four
pieces of legislation that ASPRO had requested that he veto, largely related to
UW System policies and procedures or instructional mandates. There is one item
that he has not yet acted on, which is Senate Bill 409, which relates to
Critical Race Theory. He is expected to take action on
this bill by April 21.
Resolution on an
Accessible and Inclusive Campus (ASA #784)
Cole, ASEC Member, moved the approval of the Resolution on an Accessible and
Inclusive Campus. The resolution was amended since the first reading in March,
and the document now includes a reference to explicit evaluation of the
physical campus infrastructure, with examples therein. Seconded. Approved.
Scholz reported that, with regard to COVID, people
have been respectful to others’ wishes about mask-wearing in our current
environment with no mask mandate. There have been very few issues, particularly
in the classroom. We continue to monitor cases carefully. Regarding recent
reporting on hostile and intimidating behavior, we continue to be leaders among
higher education institutions in this policy, and we need to further improve on
campus to create a culture of care and belonging. The Staff Climate Survey for
all academic staff and university staff launches on April 12. Provost Scholz
encouraged everyone to complete it. Greater participation will inform the
quality of the actions that campus may take in response to comments received
through the survey. On the topic of surveys, there is a student survey on free
speech that was designed by the Menard Center at UW-Stout. The survey is
designed to capture student views on their ability to voice opinions in the
classroom and their knowledge of the First Amendment. There wasn’t much involvement
from other campuses in the creation and deployment of this survey. Chancellors
at other campuses expressed concern about both the timing of the survey and its
content. The survey has been postponed to the fall semester. The UW Police Department
also has a survey out that closes on April 12 focusing on communications from
the UWPD. As everyone knows, there are multiple
leadership searches in progress right now. While we are seeing turnover in some
roles, there is also a great deal of stability in the institution
as a whole.
adjourned at 5:02 pm.
by Jake Smith, Secretary of the Academic Staff