The purpose of the compensation program is to allow UW Health to retain, recruit, motivate, recognize and reward highly talented employees possessing the skills required to fulfill UW Health’s mission and sharing its vision and values. The total compensation program must support and reinforce the achievement of UW Health’s overarching goals and critical performance objectives that will underpin the organization’s continued success.
If UW Health’s compensation programs are to be effective, UW Health must:
- Attract and retain high performing employees
- Ensure internal equity and external competitiveness
- Identify and reward its best performers
- Be affordable and sustainable
- Be legally defensible
It’s a new way of framing up all the reasons why employees and physicians want to work at a place like UW Health. The Total Rewards package - used to recruit, retain, recognize and reward our workforce - consists of pay, benefits, the work environment and professional development opportunities. Watch the video below to learn more about the Total Rewards package.
What goes into a market analysis, and how does UW Health decide what its workforce should be paid? The compensation philosophy is part of the Total Rewards package - used to recruit, retain, recognize and reward our workforce. Here is a brief explanation and a few examples of how UW Health determines pay. Watch the video below to learn more about Compensation Philosophy.
For more information on UW Health’s Compensation Philosophy, please see UW Health’s Employee Compensation and Strategy.
On November 17, 2015, all UW Health employees (UWMF and UWHC) received an email from Elizabeth Bolt, Chief Administrative Officer and Chief Human Resources Officer, regarding compensation changes taking effect January 10, 2016. The FAQ below have been developed to respond to employee and manager questions about the changes.
Printable Compensation Structure Changes FAQ
New Pay Structures
What is the schedule or timeline for the remaining positions to be reviewed and placed in the new UW Health pay structures?
Effective January 10, 2016, the jobs indicated below have been assigned to the following four initial structures:
- Pharmacy (jobs requiring a PharmD at the time of hire)
- Advanced Practice Providers (physician assistants, nurse practitioners, and certified nurse midwives)
- Information Services
- Nursing (jobs requiring RN at the time of hire)
As further market reviews are conducted and departments continue their plans for integration, jobs in those departments will transition from current pay structures to three additional new structures:
- Clinical (jobs that provide patient care or are clinical in nature, such as Medical Assistants, Medical Technologists, AODA counselors, Occupational Therapists and Physical Therapists, Imaging Specialists, Pharmacy Techs, etc.)
- Administrative and support (supervisor-level positions, Administrative Secretaries, staff-level jobs in departments such as Patient Business Services, Facilities, Marketing and Public Affairs, Health Information, etc.)
- Management (jobs at the manager or director level)
The email stated that “no employee will have their base pay reduced as a result of implementing new pay structures while working in their current position.” Can you explain to me what this means?
Employees will not have their base pay reduced as a result of implementing the new pay structures. If an employee voluntarily moves into a new job title, his/her pay will be reviewed as appropriate for that new job and pay grade, based on factors such as experience, education, current rate of pay and equity. The employee’s pay could increase or decrease based on market rate for the new job.
I work typical business hours Monday-Friday. Why am I assigned to a differential group?
All non-exempt (hourly) job titles are assigned to a differential group. Employees who typically work during weekday business hours may in some situations work during shift differential-eligible hours. If this occurs, you will receive the incidental shift differential amount. Employees who have a “flexible” work schedule and choose to work during evening and weekend hours are not eligible for shift-related differentials. This generally includes employees who work from home and can choose their own hours.
As a manager or supervisor, how can I find out what differential group my employees are assigned to?
A report is being developed in Manager Self Service so that managers will have access to this information. Effective Jan 10, 2016, all employees have the ability to view their differential information on Employee Self Service, under Payroll and Compensation, then Current Compensation [UWMF, UWHC].
I am a UWMF employee. How do I find out my differential assignment?
Effective Jan 10, 2016, UWMF employees have the ability to view their differential information, as well as other compensation related information on UWMF Employee Self Service. UWHC already had the ability to view this information on UWHC Employee Self Service, under Payroll and Compensation, then Current Compensation.
How is the differential group assignment determined?
The differential group is based upon the type of work performed in the job title.
- Group 1 – Generally includes jobs performed in an office-type environment, blue-collar jobs and jobs that do not provide direct clinical care.
- Group 2 – Generally includes jobs that are certified or licensed to provide direct clinical care, such as ambulatory RNs, occupational therapists and physical therapists, as well as jobs in trades and information services.
- Group 3 – Includes inpatient, emergency services, procedure area or urgent care RNs and other RN positions that have high call burden or extended hours.
I speak Spanish fluently. Does this make me eligible for the bilingual differential?
Use of the bilingual differential is based on management approval and operational need (which may include demographic needs of patients and/or employee group). This differential is for non-clinical roles and is not intended to be a replacement or stand-in for medical interpreters; it does not apply to jobs for which the bilingual requirement is a core component of the role itself (ex. medical interpreters; interpreter services).
Annual Pay and Merit Process
If I receive a lump sum payment, does that count toward retirement?
All gross annual earnings count toward the calculation of the profit sharing contribution (UWMF) and Wisconsin Retirement System (UWHC).
Gross annual earnings include all forms of cash compensation such as base pay, bonuses, differentials, overtime earnings, lump sums given in lieu of a base pay increase, etc.