Scope
This policy applies to the following senior executive positions within the University of Wisconsin System:
- System President;
- System Senior Vice Presidents;
- System Vice Presidents;
- Chancellors; and
- Provosts/Vice Chancellors (deputy).
Purpose
The purpose of this policy is to provide the framework used by the UW System Board of Regents to determine the salary ranges for senior executive positions and the process for setting and approving the salaries of senior executives.
Policy Statement
I. Establishment of Salary Ranges
Salary ranges for senior executive positions will be based on an analysis of salaries paid by peer institutions for similar positions at comparable universities in other states.
The following peer groups shall be used to determine the salary ranges for Chancellor and Provosts/Vice Chancellors (deputy) positions:
UW-Madison:
UW-Madison will use Big Ten institutions as its peer group. The Big Ten peer group is:
University of California-Los Angeles; University of Iowa; University of Maryland; University of Michigan-Ann Arbor; Ohio State University; Pennsylvania State University; Purdue University; Rutgers University; University of Illinois Urbana-Champaign; University of Minnesota-Twin Cities; Indiana University-Bloomington; Michigan State University; University of Washington-Seattle; University of Nebraska; University of Oregon; University of Southern California; Northwestern University.
UW-Milwaukee:
Rutgers University-Newark; State University of New York-Buffalo; University of Cincinnati; Georgia State University; University of Texas-Dallas; University of Illinois-Chicago; Wayne State University; Cleveland State University; University of Toledo; University of Akron; Temple University; University of Louisville; University of Missouri-Kansas City.
All Other UW Institutions:
Eastern Illinois University; Western Illinois University; Northeastern Illinois University; Southern Illinois University-Edwardsville; University of Illinois-Springfield; Indiana University-South Bend; Indiana University-Purdue University-Fort Wayne; University of Southern Indiana; Indiana University-Southeast; University of Northern Iowa; Central Michigan University; Eastern Michigan University; Ferris State University; Grand Valley State University; Michigan Technological University; Northern Michigan University; Oakland University; Western Michigan University; Saginaw Valley State University; University of Michigan-Dearborn; University of Michigan-Flint; Minnesota State University-Mankato; Minnesota State University-Moorhead; St. Cloud State University; Winona State University; University of Minnesota-Duluth; Wright State University; Youngstown State University.
In addition, Chancellors have the authority to establish institution-specific peer groups if established peer groups do not completely address institutional needs. However, peer groups for the purpose of setting ranges for senior executive positions covered by this policy must be either those indicated in this policy or, if different, approved by the System President.
The following university systems, which are similar in size and composition, shall be used to determine the salary ranges for the System President, Senior Vice President, and Vice President positions: University of California, California State University System, State University of New York, City University of New York, University of North Carolina System, University of Florida System, University of Maryland System, and the University of Texas System.
The midpoint of each salary range will be set at the peer median salary. The salary range will be 80% to 120% of the midpoint as defined above and effective July 1 each year.
The Board delegates to the System President the authority to establish salary ranges for all senior executive positions, except for System President. The Board delegates to the Board President the authority to approve the salary range for the System President.
These salary ranges do not guarantee individual salary rates. Individual salaries for senior executives are based on numerous considerations at the time of hire and thereafter.
II. Authority to Approve Salaries
Wis. Stat. § 36.09(1)(e) directs the Board to fix the salaries of each Chancellor. The starting salary for the System President and Chancellors must be approved by the Board at the time of hire. The System President shall set the starting salary for an interim Chancellor appointment, after consultation with the Board President and Vice President; Board approval is required for interim appointments only when the salary is outside the established salary range.
The Board delegates to the System President the authority to set and approve the starting salary for newly hired Provosts/Vice Chancellors (deputy), Senior Vice Presidents, and Vice Presidents, provided the starting salary is within the established salary range The System President further delegates the authority to set and approve new and interim Provosts/Vice Chancellors (deputy) salaries to Chancellors, provided the salaries are within the established salary ranges and do not exceed 75% of the System President’s salary.
Pay plan salary increases for continuing Chancellors may be awarded and approved by the System President in conformance with the state-approved pay plan. Pay plan salary increases for the System President may be awarded and approved by the Board President in conformance with the state-approved pay plan. Salary increases for Chancellors and the System President that are awarded in conformance with an approved pay plan will have the same effective dates and be implemented when salary increases are implemented for all other UW System employees. At any other time, the Board may authorize salary increases to correct a salary inequity or recognize performance or competitive factors as allowed by state statutes.
Pay plan salary increases for continuing Senior Vice Presidents, Vice Presidents, and Provosts/Vice Chancellors (deputy) may be awarded in conformance with the approved pay plan and approved by the System President. In addition, the Board delegates to the System President the authority and discretion to make a base adjustment for these other senior executives provided that the increases are within the established salary ranges.
The System President further delegates to the Chancellors the authority to approve Provosts/Vice Chancellors’ (deputy) pay plan and base adjustments, provided the increases are within the established salary ranges and do not exceed 75% of the System President’s salary.
Oversight, Roles & Responsibilities
On behalf of the System President, the UW System Office of Human Resources is responsible for annually surveying and analyzing data from the established peer institutions and systems used to determine salary ranges for senior executive positions. The UW System Office of Human Resources is responsible for reporting salaries at or above 75% of the System President’s salary to the System President on a quarterly basis and to the Board on an annual basis.
Related Regent Policies and Applicable Laws
Regent Policy Document 20-21
Regent Policy Document 20-27
History: Res. 5357, adopted 11/10/1989, created Regent Policy Document 89-7. Res. 6664, adopted 05/06/1994, rescinded and replaced Res. 5357 and created Regent Policy Document 94-4. Res. 8736, adopted 10/10/2003, amended Regent Policy Document 94-4, subsequently renumbered Regent Policy Document 6-5. Res. 9950, adopted 07/15/2011 and Res. 10283, adopted 10/11/2013, amended Regent Policy Document 6-5. Res. 11934, adopted 11/10/2022, amended Regent Policy Document 6-5 and renumbered the policy as Regent Policy Document 20-28. Res. 12245, adopted 09/26/2024, amended Regent Policy Document 20-28.