The Bureau of Classification and Compensation maintains the compensation and classification systems for the State of Wisconsin workforce. Staff perform a combination of classification and compensation duties. In general, the Bureau supports the Administrator of the Division of Personnel Management in the responsibilities described in Chapter 230 and Subchapter V of Chapter 111, Wis. Statutes, and WI Administrative Code Chapter ER, Rules of the Administrator. BMRS responsibilities include:
- Develop and administer the compensation plan for unclassified and classified non represented employees. Major provisions of the compensation plan include: general wage adjustments, market and parity pay provisions, and various compensation provisions for permanent, project, and limited term employees in classified service.
- Administering discretionary merit compensation, equity, and retention programs.
- Establishing and pay administration for broadband and non-broadband pay schedules.
- Conducting Labor Market Surveys and performing other labor market research.
- Reviewing and approving agencies' requests for Hiring Above the Minimum (HAM), Temporary Appointment Maximum (TAM), and requests for pay upon transfer.
- Developing the state's classification plan, which includes abolishing, creating, and modifying classification specifications that are the basis for classifying all classified permanent, project and limited term employment positions in state government.
- Conducting personnel management surveys of occupational areas.
- Administering the state's classification plan by reclassifying and reallocating positions.
- Assigning and reassigning classifications to pay ranges.
- Ensuring compliance with the overtime provisions of the Fair Labor Standards Act. Serve as the liaison with U. S. Department of Labor and State of Wisconsin Department of Workforce Development when employees file FLSA overtime complaints.
- Representing DPM before the Wisconsin Employment Relations Commission when employees file appeals of their reclassifications and reallocations.
- Providing classification training to agency and region HR staff and training on position descriptions and performance evaluations for new supervisors.
Additional BCC responsibilities:
- Ensuring compliance with the Family Medical Leave Act and military leave.
- Administering paid and unpaid leave provisions.