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Compensation

Classified Staff Compensation Overview

UW labor contracts specify how contract-classified positions are paid and how they are evaluated for possible reclassification. Civil service rules specify how classified non-union positions are paid and how they are evaluated for possible reclassification.

All classified employees are paid within a salary range determined by the job classification and job code assigned when the position is created. An employee receives salary step increases in accordance with the contract or rules covering the position until the employee reaches the top automatic step of the salary range, after which there are no more automatic step increases.

On the job title list view of the Classified Compensation Plan, you can find classified job titles, job specifications, pay tables, and pay ranges. Alternatively, you can view information by pay tables.

The job specifications that are used to determine a position’s job classification are general in nature and are not intended to serve as a job description. Each job specification is divided into sections; depending on the particular specification and its revision date, the sections are as follows:

  • The Class Series Concept distinguishes one class series (grouping of related job specifications) from other series. It describes the general duties and responsibilities of the group of specifications, and how the series is unique. The Class Series Concept is usually, but not always, included on the lowest level of the class series. Not all class series have Class Series Concepts.
  • The Basic Function (Definition) describes the class duties and responsibilities in summary form.
  • The Distinguishing Characteristics distinguish classes within a series from one another. They describe the duties and responsibilities that separate the class from the next lower level, and if necessary, from the next higher level class in the series.
  • Typical Work statements contain examples of job duties and responsibilities normally assigned to employees in the class. They are listed in order from most important to least important. These examples of duties help to define the information contained in the Class Series Concept, Basic Function and Distinguishing Characteristics sections. There can be considerable overlap between Typical Work statements for related job classes or similar job class series
  • The Minimum Qualifications section is used in recruitment and not to make job classification determinations. However, the incumbent must meet the minimum qualifications for the desired job class.

The Class Series Concept, Basic Function (or Definition) and Distinguishing Characteristics statements, taken together, describe the primary purpose and responsibility level of a job class. They receive the most weight in classification decisions. Typical Work statements do not determine job classification.

Classification review

If HR, a supervisor, or an employee believes that a position’s duties have changed enough so that the position’s assigned job title/job code no longer fits the work, Compensation will review the position to determine if it should be assigned to a different job title/job code through the position review process.


NOTE: If you believe that a classified position should be reviewed for placement in the Professional Staff Program, use the professional staff position review process.


Temporary salary increases

Supervisors may temporarily assign a classified non-union or contract classified employee the duties of a higher-level classified or professional staff position in accordance within the provisions of the applicable civil service rules or labor contract. With Human Resources’ approval, the employee is paid at a salary step the equivalent of at least two salary steps above the employee’s present salary, but not above the top automatic step for the higher-level classification. The increase is effective the first day of the assignment. For classified non-union staff, temporary higher level duty salary increases are limited to six months. For contract classified staff, temporary higher level duty salary increases are governed by the provisions of the applicable labor contract.

Complete the Classified Staff Temporary Salary Increase - Approval Request (MS Word) form and submit it to your Human Resources Operations Office. Contact your Human Resources Consultant if you have question.

Recruitment/Retention Program

Supervisors may award additional salary increment steps to both classified non-union and contract classified staff to address serious salary equity/alignment or retention issues if they have budgetary approval from their department.

There is no limit to the number of additional steps that may be approved at one time, but the additional salary increment increase cannot exceed the top automatic increment step of the employee’s range, and it does not change the employee’s periodic increment date. Use the Salary Adjustment - Recruitment / Retention Form (MS Word) to begin the increase process and contact your Human Resources Consultant if you have questions.

Career Enhancement/Growth Program (CEGP)

The Career Enhancement/Growth Program applies only to contract classified staff covered under an SEIU 925 collective bargaining agreement. This program allows supervisors to recognize and reward contract classified staff who:

  • Have been in the same job classification at the highest automatic increment step, or an intermediate CEGP step in the same job classification, for a minimum of one year; and,
  • Whose development of skills, increased productivity, or permanent assumption of higher-level duties have resulted in service enhancements or efficiencies exceeding those normally expected of someone in the employee’s classification (but which do not otherwise qualify the employee’s position for reclassification).

A CEGP award may start no earlier than two (2) pay periods before the date of appointing authority approval. There are no restrictions in the number of staff in a unit who may receive CEGP steps. Receiving a CEGP step does not result in a new increment date.

Use the Career Enhancement Growth Program (MS Word) to begin the increase process and contact your Human Resources Consultant if you have questions.

Other forms of compensation

In addition to the compensation practices or programs described above, employees may be eligible to receive premium pay such as shift differential pay, standby pay, call back pay etc. To determine which premium pays apply, consult the applicable labor contract or for classified non-union employees, review the University’s Salary Determination Policy for Classified Non-Union Staff (APS 43.12).

If you have questions about compensation practices for classified positions, contact your unit’s Compensation Consultant or HRC.

Increment date determination

Automatic salary increase occur on the employee’s periodic increment date unless specified otherwise by the civil service rules or a collective bargaining agreement. An employee’s periodic increment date can change as a result of personnel actions such as a leave of absence without pay, promotion, etc.