Compensation

Classification and pay

This page was updated June 29, 2022.

Labor contracts and job specifications

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

All classified employees are paid within a salary range determined by the job profile 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, you can find classified job profiles, job specifications, FLSA status, pay tables, and compensation ranges.

The job specifications that are used to determine a position’s job profile 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 profiles) from other series. It describes the general duties and responsibilities of the group of job profiles, 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 job profile. They are typically 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 profile. They receive the most weight in classification decisions. Typical Work statements do not determine job profile.

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Classification review

If HR, a manager, or an employee believes that a regular position’s duties have changed enough so that the position’s assigned job profile no longer fits the work, they may submit a reclassification request using the Classified Position Review Questionnaire. HR Compensation will review the position to determine if it should be assigned to a different job profile through the classification review process.

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Other forms of compensation

In addition to the compensation practices or programs established in collective bargaining agreements or the state civil service rules, employees may be eligible to receive premium pay such as shift differential pay, standby pay, call back pay, and so on. 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).

Shift differential

An employee’s work shift is designated on the position in Workday as part of the Hire process for campus or the medical centers. Designating an eligible worker in one of the following permanent shifts will calculate shift differential pay for all paid hours, including time worked and time off:

  • Permanent Evening Shift
  • Permanent Night Shift
  • Permanent Negotiated Shift
Shift blocks
Employment program Shift block window
Classified non-union staff 6:00 p.m. – 6:00 a.m. or employee is scheduled to work a shift which is split with a minimum of four intervening hours not worked. Exceptions to these shift blocks may be approved under WAC 357-28-190(6).
SEIU 925 Evening Shift: 5:00 p.m. – 12:00 a.m.
Night Shift : 12:00 a.m. – 7:00 a.m.
SEIU 1199 Evening Shift: 3:00 p.m. – 11:00 p.m.
Third Shift: 11:00 p.m. – 7:00 a.m.
WFSE Evening Shift: 5:00 p.m. – 12:00 a.m.
Third Shift: 12:00 a.m. – 7:00 a.m.
WSNA Second Shift: 3:00 p.m. – 11:00 p.m.
Third Shift: 11:00 p.m. – 7:00 a.m.

Employees who temporarily work in shift blocks receive shift differential pay based on the applicable collective bargaining agreements or state civil service rules. Shift differential is calculated when the majority of hours worked in an FLSA workweek fall in a shift block window of:

  • Day Shift (sometimes called “First Shift”)
  • Evening Shift (sometimes called “Second Shift”)
  • Night Shift (sometimes called “Third Shift”)

The exception is when an employee not already eligible for shift premium voluntarily requests and is approved for a flexible schedule where the majority of hours fall into a shift block, due to childcare or eldercare needs in response to COVID-19, as described on UWHR’s Manager toolkit to support caregivers page.

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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 with the provisions of the applicable civil service rules or collective bargaining agreement. With Human Resources’ approval, the employee is paid a temporary salary increase of at least 5%, not to exceed 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 collective bargaining agreement.

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 or Hourly Increase Request (TSI or THI) – Med Centers Only (MS Word) form. Contact Medical Centers Compensation if you have questions.

 

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