UW Compensation plan guide and glossary

(1) (2) (3) (4) (5) (6) (7) (8)
Job Title Hourly
Job Code
Representative Group Pay
Mo Rate
Mo Rate
OT Elg
(1) Job Code:
The five digit code associated with all UW payroll job profiles (also referred to as a job class code or job profile code). Clicking the link in this column will bring up the applicable job class specification. For classified non-union job codes (12000-16999), the job class specification will reference the State Job Class Code only (see column 3 explanation below).
(2) Job Title:
Official payroll title associated with the job code. The Job Title as used in the UW compensation plan is the official payroll title designated on the class specification.
(3) Hourly Job Code:
The alpha-numeric code (e.g. “100N”) referencing the Washington State Department of Personnel class specification to which a UW job class is associated. This column serves as a “crosswalk” for associating the alpha-numeric state job class code reference on the class specification with the appropriate UW job code. Entries in this column are only included for classified non-union classifications (i.e. UW job classes within job codes 2000-6999 only).
(4) Representative Group:
Job codes correlate to specific union or non-union (representative group) status. This column identifies the union bargaining unit or non-union association.
(5) Pay Tbl:
Refers to the applicable pay table for the job class. Clicking the pay table link in the Compensation Plan will bring up the corresponding pay table. Scroll down the pay table to locate the relevant pay range for the specific job code.
Refer to the Pay Table page for a current list of available pay tables.
(6) Pay Rng:
Identifies the pay range on the appropriate pay table (column 5) for the job code. Also identifies the starting step within the specific pay range. ‘A’ is the starting step unless specified otherwise.

  • Example #1 – Pay Rng column says Range “40”. This means that step A in Range “40”is the first step in the range for the designated job code.
  • Example #2 – Pay Rng column says Range “40G”. This means that step G in Range “40” is the first step in the range for the designated job code.
(7) Min Mo Rate / Max Incremental Mo Rate:
Indicates the minimum and maximum full-time equivalent (100% FTE) monthly salaries for the job code based upon the bottom (starting step) and top steps of the salary range. See Pay Rng above for information about the starting step. Hourly or annualized rate equivalents can be viewed on the specific pay tables; refer to the UW Compensation Plan.
Note: The maximum incremental monthly salary rates are the maximum salaries attained after an employee has received all regularly scheduled automatic salary step increases. The maximum automatic monthly salary rates do not include the Career Enhancement/Growth Program (CEGP) steps.
(8) OT Elg:
“Y” means the job class must receive overtime compensation. “N” means that the job class is not normally eligible for overtime compensation – i.e. overtime exempt. Certain contracts may include provisions allowing for the payment of overtime or compensatory time for job classes marked “N”. See Overtime Eligibility and Compensation for Non-Academic Staff for additional information.

Additional terms

Automatic Step
SEIU 925 and WFSE employees have optional Career Enhancement Growth Program steps (CEGP Steps) added to the pay ranges. The term “automatic step” refers to the highest salary step that an employee can achieve through automatic periodic movement and does not include CEGP steps.
Class Specification
Class specifications are the official documents used to determine the proper job classification for Classified Non-Union or Contract Classified positions.
Minimum Qualifications and Desirable Qualifications
The term “minimum qualifications” applies to contract classified positions – those classified positions that are covered by a union contract – where the contract incorporates the term minimum qualifications into contract language. Minimum Qualifications create a training and experience threshold that all applicants for a position must meet. Alternatives to the specified training and experience are permitted when the Minimum Qualifications incorporate the statement” or equivalent education/experience”, as most class specifications do.
The term “desirable qualifications” applies to classified non-union positions – those classified positions covered exclusively by civil service rules. Washington state hr uses “desirable qualifications” in class specifications to describe type and amount of training and experience that generally make a person qualified to be considered as a candidate for a particular job classification. Desirable qualifications can be applied less rigidly than minimum qualifications and encourage broad consideration of a candidates overall work experience and training.