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Staff Senate current issues

Current Issues

These are some of the issues that Staff Senate is currently addressing. If you have concerns or questions that are not addressed here, we encourage you to email us at

Current Resolutions

To view current and past Staff Senate Resolutions, click here

Staff Newsletter

To read the Staff Newsletter, click here

Staff Compensation

Staff Senate has once again begun a conversation with the administration on staff compensation. We are proposing an updated plan for approaching compensation, updating the salary matrix, and updating our staff classification practices. This proposed plan works in conjunction with the new budgeting process and with the new University strategic plan. We'll keep you posted as these conversations progress. To view our recommendations, click here.

FCAC Committee and Strategic Planning Council

Staff Senate elected two senators to represent UW staff on the Financial Crisis Advisory Committee. The committee has wrapped up its work, and the committee's recommendations were brought before the Board of Trustees in the November 2016 meeting for approval.

Staff Senate also nominated two senators to serve on the UW Strategic Planning Council. As the Strategic Planning Council continues to meet in the coming months we'll keep you posted in the newsletter and by email updates.

Employee Performance Evaluations

Staff Senate has received numerous questions and complaints from staff concerning the Performance Evaluation system. In November 2014 we conducted a staff survey to better inform our conversations with Human Resources. Administrative turnover and scheduling constraints made it difficult for us to address the issues in the timeframe we had hoped. However, with the rollout of the new fiscal and human resources system, Staff Senate hopes to revisit this topic. We have brought the question once again to HR, and we are hoping to work with them to address the issues in the survey as the new HCM system - and a new performance evaluation module - is developed and implemented. To view the results of the survey, click here

Leave Time Taskforce

In 2015 Staff Senate convened a taskforce to address the issues identified in the Leave Time Survey. The taskforce included a representative from HUman Resources, and working together the taskforce issued several policy bulletins. To read the Policy Bulletins, click here. While this taskforce is no longer meeting, Staff Senate will continue to work to clarify UW policy and labor law at the request of UW staff. To ask a question or share your feedback with us, send an email to or complete our anonymous survey by clicking here.  

Retaliation, Employee Grievances, and Mediation

The Staff Relations Committee has initiated conversations with Human Resources on the topics of the UW Grievance Procedure and the Anti-Retaliation Policy. As of May 2016, an Anti-Retaliation policy has been added to the UW Regulations and to the Employee Handbook, Section D, Paragraph 5 (p 9).  As we continue to make progress clarifying the policies and working to improve the options available to staff members, we'll keep you updated here and in the newsletter.

It has been brought to our attention that HR no longer offers mediation services, and is generally not available to attend staff meetings. We realize that this is problematic for some staff members who are experiencing conflict, as HR also cannot take action on issues that are brought to them unless there is written documentation. We continue to engage in conversations with Administration to address these concerns. In the meantime, employees who are concerned about changes to their PDQs, changes in their status as Essential Employees or to their on-call rotations, or any other updates to the terms of their employment can obtain documentation of conversations that do not take place in writing in several ways:

  1. An employee is always free to take notes on what is said in a meeting and bring those notes (or any other documentation they feel is relevant) to HR for inclusion in their personnel file.

  2. An employee may request a peer witness to attend the meeting and take notes. The employee can then provide this documentation to HR for inclusion in their file. Contact Staff Senate for more information.

  3. The conversation can be recorded and the recording can be provided to HR in lieu of written documentation. For more information, see the Wyoming State Statutes and U.S. Code, title 18.

  4. If an employee is experiencing workplace bullying or retaliation, or is being informed of significant changes to the terms of their employment, they cannot be prevented from bringing legal representation to meetings.

  5. Following an in-person meeting or telephone conversation with a supervisor, the employee can write an email to the supervisor confirming what was discussed in the meeting. A template for a follow-up email is available here.

Policy Questions

Staff Senate receives numerous questions about labor law and UW policy. We've created Policy Corner to share some resources and information with you that may be of help. The Leave Time Taskforce has also issued some Policy Bulletins addressing specific issues that were identified in the Leave Time Survey. To read the Policy Bulletins, click here.

Other Recent Issues

Employee Assistance Program   

Employee Handbook Update, August 2016

UW HR Evaluation Presentation

Staff Teaching in Academic Units

UW Administrative Information

UW Regulations and Presidential Directives  

University of Wyoming President's Office 

CREG Report    

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