6. CAREER DEVELOPMENT LADDER¹²⁶

1. Purpose

The primary purpose of the career development ladder is to 1) recognize that teachers progress along a developmental career path, 2) clearly define the different expectations the program has for teachers at different levels and 3) provided promotional opportunities appropriately along the career path.

2. Steps in the Career Ladder¹²⁷

In 2021, the University of Wisconsin completed a Title and Total Compensation Project. The purpose of this project was to standardize titles throughout the University and to provide market-based pay structures. https://hr.wisc.edu/title-and-total-compensation-study/

The Resource Library provides information on the new titles, career advancement, and employee support resources. (https://hr.wisc.edu/title-and-total-compensation- study/resources/#career-advancement)

The Progress and Promotion under Career Advancement, explains how our system worked prior to 2021 and how it works after 2021. It defines a promotion as an advancement to a new job in a higher salary grade which has responsibility changes and raises are based on your work performance. Progression is an increase in pay within the same job where your title and core responsibilities remain the same. This allows ways for employees to advance both by growing in their current jobs and by moving to a new job. The project aims to match UW job titles, compensation, and benefits offerings to the labor market in order to attract, reward, and retain staff. Our new system removes the previous 3 levels we had of Associate, Middle Level, and Senior level and replaces it with the Progression and Promotion model. https://hr.wisc.edu/title-and-total-compensation-study/wp- content/uploads/sites/11/2020/06/Micro-Learning_Progression- Promotion_update.pdf

3. Promotion Review¹²⁸

1. 1. An Assistant Dean of HR in the School of Human Ecology conducts an annual “Promotion Review” to identify the names of employees who have shown exemplary performance in their work. . Promotion of an employee is now based off performance and other factors, these are talked about during evaluations with the Director during the employee reviews.
   2. In the Title and Total Compensation Project, the UW created a system to better allow for staff and employees to gain progression in their jobs as well as promotions. The explanation can be found here in this PDF under “Career Advancement” and then “Progression and Promotion.” Progression allows for staff members to have pay increases based on performance with your core responsibilities remaining the same. These increases are approved through the recommendation of the Director and based off the budget allowance as well as other factors including market data.