Human Resources

UW Combined Study Status Weekly Reports:

Week ending 12.02.2022

Week ending 12.09.2022

Week ending 12.16.2022

Beginning week 12.19.2022 through 01.02.2023

Week ending 01.06.2023

Week ending 01.13.2023

Week ending 01.20.2023

Week ending 01.27.2023

Week ending 02.03.2023

Week ending 02.10.2023

Week ending 02.17.2023

Week ending 02.24.2023 

November:

• Kick-off Project
• Establish Project Governance

December:

• Interview University Leadership
• Conduct Services Satisfaction Survey for all University of Wyoming Staff
• Confirm Functional Taxonomy for in-scope areas

January:

• Research and document UW’s market philosophy, pay structures, etc.
• Conduct Services Satisfaction Survey for all students
• Conduct Administrative Activities Survey
• Conduct Focus Groups
• Classification System Review
• Present Current-State assessment

February:

• Conduct Cost-Benefit & Gap Analysis
• Review of market data for a sample of staff positions

March:

• Benchmark Study: Use the market data to assess staff salary ranges
• Consolidate recommendations
• Propose Future-State Recommendations

 April:

• Finalize recommendations
• Final Report

The University of Wyoming will conduct a comprehensive evaluation of its current non-faculty organizational structure, non-faculty job classifications, non-faculty job titles, and compensation to:

• Align available resources with their greatest use and purpose. This is not a cost-cutting exercise. 
• Create a workplace where all staff members can grow, excel, and thrive at UW. 
• Build an innovative administrative support model to efficiently and effectively meet the needs of students, faculty, and staff. 
• Strive towards logical job hierarchy, consistency in job titles, and equitable distribution of responsibilities aligned with the mission and goals of the university. 
• Understand the competitive job market for all staff positions and develop an adaptable methodology to routinely update for long-term success.

A: To conduct a thorough and comprehensive review of non-faculty organization structures, and non-faculty job classification and compensation programs. Our goal is to position the university for a vibrant future and enable UW to remain competitive with the current job market, and recruit and retain highly qualified staff.   

A: The Staff Organizational Structure Review will identify current-state strengths, weaknesses, opportunities, and risks through interviews, surveys and focus groups with university faculty, staff and students. The information learned will then be used to develop any recommended changes to that structure, and recommendations for service enhancements and cost saving measures. 

The Classification and Compensation Study includes a quantitative and qualitative assessment of the University’s current non-faculty organizational structures and classification and compensation programs. This information will guide recommendations based on logical roles and structure, consistency in job titles, equitable distribution of responsibilities, and market-drive compensation.

A: The University of Wyoming Staff Organizational Structure Review and Classification and Compensation Study began in Fall 2022 and is estimated to last through Spring 2023.

A: Recommendations will be made to improve services, distribute responsibilities equitably, and increase the efficiency of UW’s organizational structure. The project has the potential to introduce job and pay structure changes.

A: Bob Link (rlink3@uwyo.edu), Tami Benham-Deal (Benham@uwyo.edu), Kevin Carman (kcarman1@uwyo.edu), Alex Kean (akean@uwyo.edu) and Tim Nichols (timothy.nichols@uwyo.edu)