Office of the Chancellor
Like many other state institutions, UW-Superior is facing budget shortfalls over the next biennial, which runs from July 1, 2011 to June 30, 2013. This website is designed to provide campus with information and resources about the state budget and the impact to UW-Superior. Campus administration would like to thank each of you for your continued loyalty and commitment to our students and mission.
Our campus has an established process for addressing budget restructuring. Our Continuous Improvement and Planning Team (CIPT) has approved principles and priorities. As with the 2009-2011 biennial budget reductions, campus leadership is exploring options in concert with these principles and priorities and will bring forward a budget restructuring plan for broader campus discussion and input. As we work through this process we invite you to submit ideas, suggestions, and proposals for efficiencies, restructuring and reallocations. We will post answers to submitted questions on this website.
Check out the Benefits FAQ web page from UW System Human Resources, which is constantly being updated with more information as it is available and as other questions arise.
The estimator that employees can use to determine the increase to their WRS contributions and health insurance premium is available online.
The Governor's budget repeals the non-resident tuition exemption for undocumented persons. Students who are currently enrolled will be grandfathered. This means undocumented persons who are not currently enrolled will pay non-resident tuition rates. This does not affect the reciprocity agreement that Wisconsin has with Minnesota.
No. The Department of Administration will be authorized to eliminate positions that have been vacant longer than 12 months; however, this does not apply to the UW System.
The UW System had received funding for recruitment and retention purposes in the past several biennia; UW-Superior's portion of this funding had been about $40,000 annually. This funding was used to match competitive employment offers that existing faculty might have received or to entice new faculty members to join the UW-Superior community. Governor Walker's budget does not provide funding for this initiative.
Governor Walker's budget only authorizes UW-Madison to become a public authority with a variety of flexibilities attached to that status. UW System is also required to submit a plan to convert UW-Milwaukee into an authority as well. While the current budget proposal does not include this same flexibility for the other UW campuses, it is possible that in subsequent biennia these flexibilities would be proposed for all UW institutions.
Yes, as a public authority, the Governor's budget establishes that UW-Madison will have complete control over tuition.
$3 million represents approximately 11% of UW-Superior's GPR budget.
The Board of Regents establishes tuition levels for the UW schools and, in doing so, complies with any tuition limits established within a governor's budget. Governor Walker's budget authorizes a 5.5% tuition increase each year of the biennium. We have heard that there may be legislative discussion on capping the tuition increases for the 2011-13 biennium at something less than the 5.5% figure.
Yes, if financial aid amounts are not increased and tuition is increased, students will have higher net tuition bills to cover.
The Board of Regents would have to approve any changes to how an institution assesses tuition. An analysis was done in the early 2000s on this topic, and the results did not indicate there would be additional revenue generated from such a move. Any move towards this tuition assessment would be thoroughly studied and discussed on campus before any recommendations would be made to the Board for action.
During the last biennium's reductions the campus leadership agreed to review all requests to fill positions. Campus leadership will continue this practice as we attempt to restructure our budget. This may mean that some positions that become vacant will be reallocated to other strategic needs.
We don't know yet. We do believe that System staff will be seeking input as to what System services the campuses find valuable. Contact your cabinet officer with your thoughts on these services.
We don't know what kinds of areas will be affected with the System reductions.
All employees should feel free to contact legislatures as an employee of the State of Wisconsin. While a non-Wisconsin resident may not be able to vote, you can still communicate how these budget proposals affect you as a public employee. Remember that any communications of this nature should be done using non-state resources.
Healthcare will continue to be provided to Wisconsin employees; however it is very possible that the healthcare package features will be different from what they are now. Governor Walker's budget proposal does not include language that would change coverage for domestic partners or eligible dependents. The State's Group Insurance Board negotiates health care packages.
There was a mention of classified staff retaining WRS and health insurance until 2012, along with a statement about classified remaining in civil service status until 2012. What exactly does that mean?
The statement was made in conjunction with the structure of UW-Madison's public authority status. Should UW-Madison be granted public authority status, Madison's classified employees will remain part of the state civil service system until June 30, 2012.
The May multiples will be deducted from the June 1 paycheck. HR staff will be reviewing these deductions prior to the June check and if there will be insufficient funds to cover the insurance payments, HR staff will spread those payments over the May and June checks. The campus is also having discussions with local banks regarding short-term, low interest loans to help with employee cash flow needs during the summer months.
The flexibilities that are being proposed cover a wide range of activities, including budgeting, tuition/pricing, human resources, capital planning and construction, financial management, and purchasing/procurement and primarily impact how we go about our business. The flexibilities advocate for the campuses to be relieved of a number of statutory obligations. For example, one of the purchasing flexibilities would be to not have to purchase using mandatory state contracts. In many instances, campuses could benefit from using other consortium purchasing opportunities to get better pricing. At their meeting on 3/11/11, the Board of Regents passed a resolution on the biennial budget in which they advocate for all UW campuses to have the same flexibilities afforded to UW-Madison as part of Governor Walker's budget bill. In concert with that resolution they also discussed the "Wisconsin Idea Partnership", which proposes these flexibilities with further explanations. The resolution and Wisconsin Idea Partnership documents are posted on UW System's website. UW System staff is working on identifying the statutory language adjustments needed to affect these operational changes.
We don't know yet. Pay plans are not part of the biennial budget discussions, and are proposed separately in conjunction with OSER recommendations. Should the campuses receive the flexibilities being requested, the campuses would have the opportunity to establish their own pay plans.
Yes, UWSA has already requested this feedback. Jan Hanson has volunteered to participate in a work group proposed by President Reilly seeking this input. Any suggestions/comments can be directed to her.
We've not been given a firm timeline; it will be dependent on how the budget moves through the legislative process. We have been given some general parameters that are being used for our campus discussions.
The campus has the Employee Assistance Program that is available to employees for free, confidential, and personal support for themselves and family members. That support is available 24 hours every day by Midwest EAP Solutions. The toll-free phone number is 1-800-383-1908. The campus' contract with this group also provides for a number of on-campus sessions that the HR staff will pursue during this time of uncertainty. Watch for further information on these opportunities from the HR staff.
How each department's plan for technology will be impacted is uncertain. However, the CIPT investment priorities guiding our budget restructuring discussions includes developing a comprehensive technology plan which addresses: network equipment, computer acquisition and replacement, classrooms, emerging technologies, software licenses, staffing, and the telephone system.
The discussion has seemed to focus on faculty and staff so far; what about classified? What does the June 30 deadline mean? What about deductions for union dues or any additional insurance payments staff have deducted from checks?
Assuming the budget repair bill passes, June 30 is the date on which the current collective bargaining agreement contract extensions terminate. If the budget repair bill does not pass, the dynamic status quo doctrine applies, which requires the State to continue wage and benefit provisions currently included in the contract. (See OSER FAQ.) The budget repair bill prohibits the collection of union dues through payroll deduction. Employees may continue to pay dues but will need to send payments directly to the union. There will be no change in how other insurance premiums are deducted.
OSER is administered by a Director who is appointed by and serves at the pleasure of the Governor. The Joint Committee on Employee Relations is a legislative committee currently co-chaired by Representative Jeff Fitzgerald (R) Speaker of the Assembly and Senator Mike Ellis (R) President of the Senate.
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