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FP&M's components of a PMDP evaluation

Criteria for Success reflect key skills and values that unit employees are expected to demonstrate.

UW–Madison employees will have updated job titles and new position descriptions as part of the Title and Total Compensation (TTC) Project on November 7, 2021.  Attend an employee forum to understand how this change will impact you on August 10-11, 2021. 

Flyers are available in English, Spanish, Hmong, Tibetan, Nepali, and Chinese, as well as a flyer with all languages. Please help get the word out.

Encourage employees to attend by posting the flyers in common areas or using as direct handouts. Translations are also posted on the events page of the TTC Project website.

UW–Madison employees will have updated job titles and new position descriptions as part of the Title and Total Compensation (TTC) Project on November 7, 2021.  Attend an employee forum to understand how this change will impact you on August 10-11, 2021. Flyers are available in English, Spanish, Hmong, Tibetan, Nepali, and Chinese, as well as a flyer with all languages. Please help get the word out.

Encourage employees to attend by posting the flyers in common areas or using as direct handouts. Translations are also posted on the events page of the TTC Project website.

Team Scope: The EID Team will make recommendations to the FP&M Leadership Team on issues at the division-wide level and departmental level, which relate to employee engagement, inclusion and diversity.

Team Focus: (Statement of Work) Develop strategies to increase employee engagement, inclusion, and leverage diversity across FP&M.

Definitions:

Engagement. Employees feel valued by their organization, find pride and personal meaning in their work, and are willing to go “above and beyond” for their employer.

Inclusion. Employees have a sense of belonging and of being respected for who they are and as a contributing member of the team. Barriers to contribution and negative biases are eliminated, allowing employees to feel respected and give their personal best.

Diversity. Employees possess the range of human qualities that impact and influence how people are perceived and how they behave, including (but not limited to) age, gender, race, ethnicity, color, physical and mental attributes, sexual orientation, marital status, spirituality, education, values and beliefs. To capitalize on diversity, the work environment must allow the organization to leverage the strengths and talents of all employees.

Business Case: (Statement of Need)

The VCFA developed an initiative called Engagement, Inclusion & Diversity (EID), based on the campus strategic framework, which focuses on diversity through the strategic priority to recruit and retain the best faculty and staff. As a member of both the UW-Madison campus and a division of the VCFA, FP&M is committed to prioritizing EID issues as well.

The relationship between effective people strategies and high performance has been well established. As a people centered organization, integrating engagement, inclusion, and diversity makes sense for several reasons:
• Promotion of EID principles helps attract talent, enabling the organization to recruit and retain the best employees.
• EID creates a work environment that allows the organization to leverage the strengths and talents of all employees and maximize available resources.
• Diversity and inclusion are linked to greater productivity, adaptability, and employee engagement.
• High employee engagement has been linked to increased performance, lower turnover, increased morale, and reduced absenteeism.