Classification and pay

Labor contracts and job specifications

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.

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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.

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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).

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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 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.

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