UNIVERSITY OF WISCONSIN – MADISON

JUSTIFICATION FOR DISCRETIONARY COMPENSATION ADJUSTMENT (DCA) AWARDS

(Division/Unit):

	EMPLOYEE & CLASS:					START DATE CURRENT CLASS:		DCA Effective Date:
	Criteria			Justification (provide details-attach additional information as necessary)					Increase	Base Bldng./ Lump Sum
	New Duties- Employee has new duties that have been newly assigned or were an evolution of the originally assigned functions. The duties are permanent, and are of a greater scope, impact, and/ or complexity compared to the previous functions.
	Increased Significant Competencies- Demonstrates increased and significant competencies which are directly related to the permanent assignment. (This category may not be used for those employees covered by the WPEC bargaining agreement )
	Merit/Performance- Employee has sustained a high level of performance and the expectation is that it will continue. (This category may not be used for any employees covered by a labor agreement with broad banding)
	Pay Equity- Based on a pay equity analysis, awards may be granted for unique circumstances, retention, or to assist in resolution of pay inequities (equity data needs to be provided).
	Retention/Market Influences Skill sets an employee utilizes are in high demand in other organizations (private and/or public) requiring an adjustment to be made for retention strategies (market data provided to illustrate this fact).
Old Base Salary		New Base Salary	# of Pay Range Steps		Prior DCA Pay Range Steps Granted in Current FY*		*Cumulative Awards Exceeding 2 WRPS in a FY must be approved by OSER. Employees are restricted to four within pay range steps in a fiscal year.

Approvals (Delegated Requests):

Recommended by: Supervisor

DATE

Reviewed by: Division/Director

DATE

Approved by: Officer

DATE

Approvals (Non-Delegated Requests):

Approved by: UW System Admin.

DATE

Approved by: OSER

DATE

9/13/2004