Additional compensation
Last updated: April 22, 2025
If a professional staff employee temporarily takes on additional duties outside of their normal job duties, additional compensation may be appropriate in addition to their base pay. Generally, additional compensation should not exceed 25% of their base pay.
Temporary pay
When a professional staff employee’s job duties and responsibilities temporarily increase, departments may request Compensation approval of temporary pay. Temporary pay is paid through an allowance or additional salary plan and is not a change to base pay. There are two types of temporary pay for professional staff:
Temporary Pay Increase (TPI) – A temporary pay increase of at least 5% over current salary may be paid when a FLSA exempt professional staff employee temporarily assumes higher-level responsibilities or additional responsibilities at the same level for ten or more workdays. TPIs may be paid for up to one year.
Temporary Salary Increase (TSI) – A temporary salary increase of at least 5% over current salary may be paid when a FLSA nonexempt professional staff employee temporarily assumes higher-level responsibilities or additional responsibilities at the same level for ten or more workdays. TSIs may be paid for up to one year.
Requesting temporary pay
Campus: Submit requests and/or extension requests through Workday following the Request Compensation Change – Staff Campus instructions. Contact HR Help if you have questions.
Medical centers: Complete and submit the Professional Staff Temporary Pay Increase or Administrative Supplement (TPI or ADS) – Med Centers Only (MS Word) form to Med Centers HR Workforce Management Systems. Contact Med Centers Compensation with questions.
One-time payment
One-time payments are single, lump sum payments for services rendered or a job duty fulfilled.
Occasional and sporadic assignment – unrelated duties payment
Under exceptional circumstances, professional staff may qualify for a one-time payment for work that is not part of a position’s normal job duties, and that is typically performed outside of the employee’s home department.
Examples of work that might qualify for a one-time payment for unrelated duties when they are not part of an employee’s regular position are:
- Conducting statistical analysis of another unit’s research data.
- Developing adjunct course curriculum.
- Conducting a writing workshop.
- Serving as a guest speaker for an extension class.
- Direct service on a research grant or from research grant funds subject to specific grant provisions.
Retention payment
A retention payment is a one-time payment that is offered as an incentive to retain a key employee in their current position in order to meet critical and priority business needs. See Retention payment for more details.
Recruitment incentive payment
A recruitment incentive payment (sometimes called a signing bonus) provides one-time payment to support the recruitment of specific positions in hard-to-fill job classifications. See recruitment incentive payment for more details.
Requesting a one-time payment
Campus: One-time payments are processed in Workday. Follow the Request One-Time Payment – Staff Campus user guide and contact HR Help if you have questions.
Medical centers: One-time payments are processed in Workday. Follow the Request One-Time Payment – Medical Centers user guide and submit requests to Med Centers HR Workforce Management Systems.
Non-faculty teaching allowance
The Non-Faculty Teaching Allowance (NTA) is a type of temporary pay supplement that is used to compensate UW personnel who have agreed and been approved to teach a credit-bearing course, but whose primary position at UW is something other than faculty. Additional compensation for these populations is limited to one course per academic year. See Additional Compensation – Academic Personnel for applicability and processing.