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 Profile list view of the Classified Compensation Plan, you can find classified job profiles, job specifications, pay tables, and compensation 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 profile no longer fits the work, Compensation will review the position to determine if it should be assigned to a different job profile 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.

Campus: Temporary Salary Increases are requested in Workday. Follow the Request Compensation Change – Staff Campus user guide and contact the Integrated Service Center (ISC) if you have questions.

Medical Centers: Complete the Classified Staff Temporary Salary Increase – Approval Request (MS Word) form. Contact  Medical Centers Compensation if you have questions.

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 progression start date.

Campus: Recruitment/retention steps are requested in Workday. Follow the Request Compensation Change – Staff Campus user guide and contact the ISC with questions.

Medical Centers: Complete the Salary Adjustment – Recruitment / Retention Form (MS Word) and contact your HR consultant if you have questions.

Career Enhancement/Growth Program (CEGP)

The Career Enhancement/Growth Program applies only to contract classified staff covered under the SEIU 925 and WFSE collective bargaining agreements. 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.

A manager or the employee may request a CEGP step. Employees requesting a CEGP step should give a completed form to their manager for review. Employees may include up to three letters of recommendation. Use the Career Enhancement Growth Program (MS Word) form to begin the increase process and contact the Compensation Office if you have questions.

CEGP requests are reviewed by HR Operations and then approved or denied by the HR Compensation Office.

Campus: A completed CEGP form must be attached in Workday for management-initiated requests. Employee’s requesting CEGP steps should send the completed form to the ISC at ischelp@uw.edu.

Medical Centers: A completed CEGP form should be sent to Medical Centers HR – WMS at either hruwmc@uw.edu or hrhmc@uw.edu.

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).

Progression start date determination

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

Classified Non-Union
Action Effective Date or Duration of Action Date Established for Salary Increment Increase
New Hire – Employed at first step of range (For most classifications Step A is the first step of the range. Some classifications have another, higher step designated as the “first” step of the range. Contact your employment specialist if you have questions.) Probationary period completed on the 1st through 15th of month. The 1st of the month in which the employee’s probationary period is completed.
Probationary period completed on the 16th through end of month. The 1st of the month following the month in which the probationary period is completed.
New Hire – Employed above first step of range and below top step of range. Effective the 1st through 15th of month. The 1st of the initial employment month.
Effective the 16th through end of month. The 1st of the month following the initial employment month.
Unpaid Leave of Absence  An unpaid leave of absence of more than 10 working days in any calendar month or of more than 10 consecutive working days. The increment date is extended one full month for each month the conditions under “Effective Date or Duration of Action” are in effect, except for military leave of absence without pay, leave for a work-related injury or illness covered by Workers’ Compensation; and/or, scheduled periods of leave without pay for cyclic positions in accordance with WAC.
Promotion – To a higher paying classified non-union or contract classified position. Trial service period completed on the 1st through 15th of the month. For an employee whose base salary is set at the minimum of the salary range, the periodic increment date is the first of the month six months from the date of ahire, otherwise it is the first of the month 12 months from the date of appointment.
Trial service period completed on the 16th through end of month. For an employee whose base salary is set at the minimum of the salary range, the increment date is the 1st of the month in the month following six months from the date of hire, otherwise it is the 1st of the month in the month following 12 months from the date of hire.
Reclassification Date of action does not affect increment date. There is no change in increment date for reclassifications where the employee is not at the top step of the current pay range.
Rehire from Layoff Date the employee is placed on the payroll. For employees not at the top automatic step of the range at layoff, the time layoff is treated as an unpaid leave of absence and treated accordingly.
Transfer or Lateral Move (no pay change) Date of action does not affect increment date. No change.
Voluntary Demotion Date of action does not affect increment date. No change.
Contract Classified

Applies to all Research Technologist positions except Research Technologist 1 and 2 in the Department of Bioengineering.

Action Effective Date or Duration of Action Date Established for Salary Increment Increase
New Hire – Employed at first step of range (For most classifications Step A is the first step of the range. Some classifications have another, higher step designated as the “first” step of the range. Contact your employment specialist if you have questions.) Probation Period completed on the 1st through 15th of month. The 1st of the month in which the employee’s probation period is completed.
Probation Period completed on the 16th through end of month. The 1st of the month following the month in which the Probation Period is completed.
New Hire – Employed above first step of range and below top step of range. Effective the 1st through 15th of month. The 1st of the initial employment month.
Effective the 16th through end of month. The 1st of the month following the initial employment month.
Unpaid Leave of Absence  An unpaid leave of absence of more than 10 working days in any calendar month or of more than 10 consecutive working days. The increment date is extended one full month for each month the condition under “Effective Date or Duration of Action” is in effect, except military leave without pay and up to six months of leave without pay due to on the job injury.
Promotion or Reclassification – To contract classified or classified non-union position with higher pay range. (Except for SEIU 1199; no change to increment date based on reclassification.) Effective the 1st through 15th of month. The 1st of the month in which the reclassification is effective unless the pay increase the employee received upon reclassification took the employee to the top automatic step of the new pay range.
Effective the 16th through end of month. The 1st of the month following the one in which the reclassification is effective unless the pay increase the employee received upon reclassification took the employee to the top automatic step of the new pay range.
Rehire from Layoff Date the employee is placed on the payroll. For employees not at the top automatic step of the range at layoff, the time layoff is treated as an unpaid leave of absence Without Pay” and treated accordingly.
Transfer or Lateral Move (no pay change) Date of action does not affect increment date. No change.
Voluntary Demotion Date of action does not affect increment date. No change.
Inter-Institutional Movement

Movement to UW classified non-union position from another state agency or higher ed. institution.

Action Action Effective Date Increment Date Established
Promotion to a higher paying classified position Trial service period completed on the 1st through 15th of month. The 1st of the month in which the employee’s trial service period is completed.
Trial service period completed on the 16th through end of month. The 1st of the month following the month in which the trial service period is completed.
Transfer or Lateral Move (no pay change) Date of action does not affect increment date. No change.
Voluntary Demotion Date of action does not affect increment date. No change.