HR Policies HR Policies Glossary

A salary increase (may be temporary or permanent).

The reallocation or termination of resources by a university management decision that may result in staffing reductions in a program or operational area.

110% of the Federal poverty rate for a family of four.

All employees of UW–Madison (including University Staff). Prior to July 1 2015, classified employees were under the provisions of Wis. Stat. Chapter 230 and were still limited to the $12,000 statutory cap.

An approved salary range that is greater than the assigned range for the title. An ESR is associated with one of the following 1) An incumbent position, 2) A title (e.g., clinical anesthetist), or 3) A portion of a title series (e.g., nurse practitioners, within the clinical nurse specialist series).

A person who is responsible for ensuring the recruitment, assessment and selection process for a particular vacancy is completed in accordance with established policies. A supervisor, unit human resource (HR) representative, or designee may serve as the hiring administrator and delegate different aspects of the search process. The hiring administrator continues to be responsible for the process, regardless of delegation.

The supervisor for a particular vacancy who has the authority to make the final hiring decision. The hiring manager works closely with the hiring administrator to complete all aspects of the search process in accordance with established policies.

A group of employees in a single title from which the layoff will be made. The layoff group will generally include all employees in a particular operational area that are in similar, although not necessarily identical, titles, pay ranges and/or functions.

When an employee’s doctor or treating specialist has identified work restrictions, the university may offer the employee light or modified duty work. Light or modified duty work is defined as less physically demanding duties until the employee has reached end of healing, or is able to return to their previous position with or without restrictions

Integrating and acculturating new employees into the university and providing them with the tools, resources, and knowledge to become successful and productive. Onboarding engages employees beginning with the acceptance of the job offer, and continues through the entire first year of employment.

The amount paid by other employers in the labor market for similar work. The rate is established by the State of Wisconsin Department of Workforce Development.

When a temporary employee continues in the same position each year.

The average hourly rate actually paid to the employee as straight time pay for all hours worked in the workweek or work period, including all remuneration for employment paid to, or on behalf of, the employee. An exception is any payment specifically excluded from the calculation of the regular rate under the FLSA and related federal regulations.