UW–Madison leadership has approved a fiscal year 2023–2024 compensation strategy. This strategy will support the university’s Total Compensation Philosophy, which is to be a market-competitive employer that supports UW staff and faculty.

 

 

The compensation strategy includes an allocation of $23.95 million in central funds to support schools, colleges, and divisions in rewarding and retaining faculty and staff, as well as assisting in addressing market-informed compensation issues. Compensation programs will include a bonus program for staff and faculty, compensation base adjustments for staff, and faculty block grants. Implementation of these programs should be completed by the end of June 2024. There will also be supplemental funding for faculty promotions and post-tenure review for the 2025 fiscal year.

 

 

Each school, college, or division is being asked to outline its processes related to employee eligibility and distribution of the central compensation funds, and to share that information with employees in their unit. Employees must meet certain eligibility criteria to receive the base salary adjustments or one-time performance bonuses. Additional information will be provided to employees as it becomes available.

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