UW Compensation plan guide and glossary

(1) (2) (3) (4) (5) (6) (7) (8) (9)
Job Code
Job Code
Job Title Representative Group Pay
Non-Exempt Job Code
(1) Job Code:
The five digit code associated with all UW payroll job profiles assigned to permanent positions (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, the link will take you to the state job class specification.
(2) NI Job Code:
The five digit code associated with all UW payroll job profiles assigned to nonpermanent or intermittent positions.

(3) 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.
(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 Table:
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 Range:
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 Rate / Max 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) FLSA Status:
“NE” stands for nonexempt meaning the job profile is nonexempt under FLSA and is eligible for overtime compensation. “E” stands for exempt meaning the job profile is exempt under FLSA and is not eligible for overtime compensation. However, certain contracts may include provisions allowing for the payment of overtime or compensatory time for job classes marked “E”. See Overtime Eligibility and Compensation for Non-Academic Staff for additional information.
(9) Nonexempt Job Code:
Some classified positions that are typically exempt may be nonexempt if the position is paid below the salary threshold and/or the position does not meet any of the duties tests. Job codes in the nonexempt column are restricted to use for nonexempt positions that don’t meet the salary threshold. Job codes in the nonexempt column with two asterisks may be used for positions that either do not meet the salary threshold or for those that do not meet a duties test.

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.