Funds provided for merit- and market-based raises
As part of an ongoing effort to support outstanding faculty and staff, UW–Madison will provide funds for merit- and market-based salary adjustments for some employees this academic year.
The funding aims to recognize strong performance, support faculty and staff who are in high demand elsewhere and address compensation imbalances. It does not provide across-the-board raises.
Several times in recent years, the university has reallocated internal funds for this purpose. Salaries at UW–Madison have lagged those of peer universities, making it more challenging to attract and keep top talent. For example, the average salary for a full professor at UW–Madison is about $14,000 lower than the average at peer universities, according to a 2014-15 survey by the American Association of University Professors.
“It’s crucial that as a university, we continue to invest in our people, even in challenging budget times,” says Chancellor Rebecca Blank.
Deans and directors will propose which faculty and staff members should receive increases. The salary adjustments are to take effect no later than the spring semester.
For faculty, $3 million in campus funding is available. It’s intended to provide increases to no more than 20 percent of faculty members in each unit. Schools and colleges are encouraged to supplement the funding.
For academic and university staff, $1 million in campus funding is available. Funds may go to staff who are paid on Fund 101. Limited appointees, temporary employees, hourly academic staff and those paid on lump sum are not included.
Directors and deans are encouraged to consider increases for employees in low-wage categories such as office support, blue-collar and technical support and those who have not recently received a performance adjustment.