Pay Plan
2023 -2025 Pay Plan Procedures
The 2023-2025 State of Wisconsin Biennial Budget includes raises for University of Wisconsin System employees that are partially funded by the State and partially funded by University of Wisconsin System institutions. The Pay Plan’s first installment is a 4% raise for eligible employees. UW Oshkosh is opting to utilize the Chancellor’s Discretionary Funds, therefore eligible employees will receive a 3.4% increase. The Pay Plan’s second installment is a 2% raise for eligible employees. The full amount will be awarded as no discretionary funds will be used.
To be eligible for the second installment, employees must meet the following criteria:
- Be in an eligible employment classification (see FAQ below)
- All compliance requirements are completed: Preventing Sexual Harassment & Violence Training, Information Security Awareness Training, Mandated Reporter Training, and Outside Activities Reporting
- Have a performance evaluation on record that supports solid and/or meritorious performance
- If a supervisor, have all direct report evaluations completed
- Have a hire date on or before June 28, 2024
Questions?
UWO Human Resources
hroffice@uwosh.edu
(920) 424-1166
Compliance Deadlines for Second Installment
| Compliance Criteria | Original Deadline | Extended Deadline | Description |
| 2023 Performance Evaluation | 3/31/2024 | 4/30/2024 | Evaluation must be fully complete, including employee acknowledgment. |
| Mandatory Employee Training (MET) – annual March cycle | 3/31/2024 | 4/30/2024 | Any training not completed by the deadline will be considered past due. |
| Mandatory Employee Training (MET) – New Hires only | 30 days from hire date | Additional 30 days from original deadline | Any training not completed by the deadline will be considered past due. |
| Outside Activities Reporting (OAR) – Faculty, Limited, Academic Staff only | 4/30/2024 | N/A | Forms not submitted by the employees will be considered past due. Supervisors are also expected to review and approve all forms by the deadline. |
Forms & Documents
Performance Evaluation Form – A recent performance evaluation must be on record in the ePerformance system in order to receive an increase from the pay plan. It is the supervisor’s responsibility to ensure a recent performance evaluation is on file.
Please Note: An evaluation will be considered recent if it covered the evaluation periods identified below:
| Increase Effective Date: | 7/2/2023 | 6/30/2024 |
| All eligible faculty and staff: | 2022 Calendar Year | 2023 Calendar Year |
UW Oshkosh’s Pay Plan Guidelines can be found here.
Timeline & Effective Dates
All performance evaluations are due by March 1 of the following year.
Second Installment Effective Date
| Employee Type | Effective Date of Increase | First Paycheck with New Rate |
| Annual Employees | 6/30/2024 | 7/15/2024 |
| Academic Year Employees | 8/25/2024 | 9/19/2024 |
Frequently Asked Questions
I am an instructional academic staff member and my pay-plan letter indicates a salary that does not seem correct.
This year, UW System created letters to go out to all system employees for Pay Plan. Given the large number of letters generated, a template was used for all employees to include actual salary only (Actual Salary = Base Salary * FTE). Please reach out to the HR Office should you have any questions on your letter, salary listed, base salary or FTE.
Examples: You are an academic year IAS at 0.80 FTE. Your letter stated your new salary was $48,000 (actual salary). Not stated on your letter was your base salary of $60,000. ($60,000 * 0.80 FTE = $48,000).
You are a one-semester-only IAS at 0.80 FTE. Your letter stated your new salary was $48,000 (actual annualized salary). Not stated on your letter was your base salary of $60,000. ($60,000 * 0.80 FTE = $48,000). Since you are on a one-semester-only contract and the salary given is based on annualization; divide the actual salary by two to get your one-semester-only actual salary. $48,000 indicated on your letter is equal to $24,000 for one semester.
What if my FTE is changing for next semester?
If your FTE is changing, your new actual salary will be calculated off of your new FTE and base salary with pay plan. To find your current FTE and base salary you may refer to your most recent contract in PageUp. If FTE has changed in Fall 2022 (prior to pay plan) you would also receive an email notification from BP Logix to inform you of the change. If you still have questions regarding your base salary and FTE and how pay plan would be factored in, please reach out to your HR Generalist or the HR Office.
Which employee classifications are eligible for an increase under the pay plan?
Employees that are classified as:
- Faculty
- Limited
- Instructional Academic Staff – An average of .5 FTE or greater in the prior academic year and returning for the following academic year
- Non-Instructional / Professional Academic Staff
- University Staff – Continuous or Project
Employee classifications that are not eligible for the pay plan include employees covered by the trades collective bargaining contract, university staff temporary, graduate assistants, student employees and employees paid on a lump sum basis only.
If I started working at UW Oshkosh after the hire date cutoff but I worked at another UW institution prior, am I still eligible?
The hire date used to determine eligibility is based on when employment at UW Oshkosh began. Time served at an institution other than UW Oshkosh or UW Colleges will not be used in determining eligibility.
What if I am in an interim or acting position?
Interim and acting appointments are not eligible for the pay plan, however if holding another eligible appointment, the amount that would be given to the eligible appointment will be applied to the interim position.
Are grant-funded positions eligible for the pay plan?
Grant-funded positions are eligible to receive a merit-based increase in line with pay plan criteria. The process to award an increase is different because grant-funded positions are not included in the continuing staff base. If a supervisor wishes to award a pay plan increase to a grant-funded position, they must complete a PTF form and identify the funding for the increase.
What if I am currently receiving a temporary base adjustment (TBA)?
If an employee is eligible for the pay plan and currently receiving a TBA, their increase will be based off of their permanent base salary. The additional compensation received through the TBA will not be used to award pay plan dollars.
Are employees that are part of an approved step increase plan eligible for pay plan in addition to their step increases?
No, these employees will be excluded from pay plan increases while they are in a position that is eligible for a step increase program.
What if my position and/or compensation has changed recently?
Job changes up through the effective date of the increase will not impact eligibility for the second installment. Pay plan increases do not carry forward to job changes effective after the implementation date.
When will I see the pay plan increase on my paycheck?
Your new pay rate is effective June 30, 2024, and will be on your July 15, 2024 paycheck. For staff paid on an academic year basis (C-Basis), the stated salary amount is calculated from your appointment at the beginning of the 2024-2025 academic contract.
How will raises be determined?
Compensation adjustments will be made based on base salary as of June 30, 2024 for the second installment.