Transitioning the work and teams
We recognize a significant part of the change is the impact to LinkUW impacts employees and the way they do their work. Staffing is a big part of this transition and our goal is to keep as much talent in the university as possible. As the work moves from local units to LinkUW, many individuals will take on new opportunities and potentially different responsibilities. This includes some individuals who will transition to the LinkUW team.
LinkUW focuses on consolidating some work into LinkUW and this process will require some individuals to take on new responsibilities. In partnership with schools, colleges, and divisions, each phase LinkUW will help support employees through this change in three parts: information gathering, staffing, and staff transition. Supervisors and the unit Transition Team will help employees identify opportunities available to them.
Frequently Asked Questions
Some of the work you are currently doing will transfer with you, if it is part of the service catalog. The work that is outside of the service catalog will remain with the unit and will be redistributed among the employees. You will also likely take some of the tasks from the other employees. We are hoping that no employees feel like they are taking on more work than they can do during this transition.
Yes, there will be professional training offered. The team is still determining what this will look like due to the potential funding needed to provide to employees. Examples include customer service training and additional Workday trainings.
Your work will now be centered around the HR and finance service catalogs. More information will be shared with you during the individual transition conversations.
Employees who transition into LinkUW will not have a decrease in salary, will keep their current SJD, although business titles may change.
Employees who join LinkUW will likely move to office space at 21 North Park. They will also likely work a hybrid schedule, but conversations with the units, transitioning employees, and LinkUW managers will determine the final hybrid-office ratio.
We recognize that salary parity concerns may arise as we transition employees into LinkUW. We are continuously evaluating our campus compensation practices, resources, and systems to ensure they align with the evolving needs of employees, supervisors, and, staff.
LinkUW is not a layoff process, it is a redistribution of work. We will help realign and reorganize HR and finance functions with participating units in order to best leverage Workday, improve the customer experience, and return resources, including time, to the university’s mission.