Classification and pay
Table of Contents
Last updated: April 14, 2025
Labor contracts and job specifications
UW labor contracts specify how represented civil service exempt staff (Represented CSEs) are paid, scheduled, and evaluated for possible reclassification.
All Represented CSEs are paid within a salary range determined by the job profile assigned when the position is created. Employees receive salary increases in accordance with the applicable collective bargaining agreement.
On the Job Profile list, you can find Represented CSEs job profiles, job specifications, FLSA status, and compensation ranges.
The job specifications used to determine a position’s job profile are general in nature and are not intended to serve as a job description. Job specifications are often divided into sections 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 included on the lowest level of the class series. Not all class series have Class Series Concepts.
- The Basic Function 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 of typical work between job profiles.
- 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 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 independently determine job profile.
Position and salary review
When a Represented CSEs position’s duties and responsibilities expand or substantially change, the position may be reviewed to determine whether the position’s job profile and/or salary amount should change.
Position review
If the Employer or an employee believes that a regular position’s duties have changed enough so that the position’s assigned job profile no longer fits with the work, they may submit a position review request using the Represented Civil Service Exempt Staff Position Review Questionnaire (PDF). HR Compensation will review the position to determine if it should be assigned to a different job profile through the position review process.
In-grade
The Employer may provide an in-grade salary increase for a Represented CSEs employee in accordance with the provisions of the applicable collective bargaining agreement. In-grade salary adjustments can be made when the current job profile is appropriate but one of the following criteria are met:
- Job growth/change in responsibilities
- Meritorious performance with increased level of functioning
- Market competitiveness or retention
- Employment offer or active recruitment from outside of the University
- Internal equity.
Requesting an in-grade
Supervisors consult with the department/major organization’s administrator and determine the desired salary adjustment and the reason(s) for it.
Campus supervisors: Follow the Request Compensation Change – Staff – Campus user guide to process your request in Workday. Contact Employee Workday Help if you have questions.
Medical Centers supervisors: Complete the Professional Staff Compensation Change Request (PDF) and forward it for organizational approval. The final organizational approver will send the approved request to Compensation.
Additional compensation
In addition to the base pay compensation practices or programs established in collective bargaining agreements, Represented CSEs may be eligible to receive additional compensation such as those listed below. To determine which additional compensations may apply, consult the applicable labor contract.
Temporary pay
Supervisors may temporarily assign a Represented CSEs higher-level or additional responsibilities in accordance with the provisions of the applicable collective bargaining agreement. Temporary pay is paid through an allowance or additional salary plan and is not a change to base pay. The increase is effective the first day of working the additional duties.
Requesting temporary pay
Campus supervisors: Submit requests and/or extension requests through Workday following the Request Compensation Change – Staff Campus instructions. Contact Employee Workday Help if you have questions.
Medical Centers supervisors: 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 Medical Centers Compensation if you have 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, Represented CSEs 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 lump sum payment outside of an employee’s base pay 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.
Requesting a one-time payment
Campus supervisors: One-time payments are processed in Workday. Follow the Request One-Time Payment – Staff Campus user guide and contact Employee Workday Help if you have questions.
Medical centers supervisors: 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.