UW–Madison Prepares to Implement 2022–23 Compensation Strategy

UW–Madison leadership has approved a fiscal year 2022–2023 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.

This compensation strategy includes an allocation of more than $28 million to support schools, colleges, and divisions in rewarding and retaining faculty and staff, as well as assisting in addressing compensation issues uncovered by the Title and Total Compensation (TTC) Project.

The minimum wage for current UW–Madison university staff will increase from $15 per hour to $17 per hour in July 2022. Other market-informed compensation adjustments will include addressing compression for the lowest paid employees; providing retention adjustments to specific employees; and making market adjustments to select academic staff, university staff, and limited appointees based on a review of their TTC salary ranges assignments, market changes, and external recruiting considerations.

As it did in 2021–2022, the university will also offer compensation programs to recognize exceptional performance among staff and faculty to remain competitive. The compensation programs will include a bonus program for staff and faculty, a discretionary compensation fund, and faculty block grants.

Implementation of all programs should be completed prior to the end of calendar year 2022. Additional details will be announced to the university community as soon as they become available.

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