{"id":11122,"date":"2024-04-01T00:00:00","date_gmt":"2024-04-01T07:00:00","guid":{"rendered":"https:\/\/hr.uw.edu\/comp\/?page_id=11122"},"modified":"2026-06-27T16:25:07","modified_gmt":"2026-06-27T23:25:07","slug":"excess-compensation","status":"publish","type":"page","link":"https:\/\/hr.uw.edu\/comp\/excess-compensation\/","title":{"rendered":"Excess compensation"},"content":{"rendered":"<p>Under exceptional circumstances overtime exempt professional staff may qualify for excess compensation for work that is not part of a position&#8217;s regular duties, and that is typically performed outside of the employee\u2019s regular department. If a professional staff employee temporarily takes on additional duties for their regular department, a\u00a0<a href=\"http:\/\/hr.uw.edu\/comp\/professional-staff\/temporary-pay-increases\/\">temporary pay increase<\/a>\u00a0may be appropriate.<\/p>\n<p>Examples of work that might qualify for excess compensation when they are not part of an employee\u2019s regular position\u00a0are:<\/p>\n<ul>\n<li>Conducting statistical analysis of another unit\u2019s research data<\/li>\n<li>Assisting with the commissioning of a telescope<\/li>\n<li>Developing adjunct course curriculum<\/li>\n<li>Conducting a writing workshop<\/li>\n<li>Serving as a guest speaker for an extension class<\/li>\n<\/ul>\n<p>Teaching in the regular University curriculum should normally be included in an employee&#8217;s regular work schedule. The appropriate dean, vice president, or the provost may approve excess compensation for teaching when:<\/p>\n<ol>\n<li>The request to teach is an exceptional circumstance;<\/li>\n<li>The request is not expected to be repeated;<\/li>\n<li>The teaching is clearly in addition to regular University duties; and,<\/li>\n<li>The activities cannot be accommodated by release time.<\/li>\n<\/ol>\n<p>Teaching in for-credit courses requires <a href=\"https:\/\/ap.washington.edu\/\"><span data-olk-copy-source=\"MessageBody\">Office for Academic Personnel and Faculty<\/span><\/a>\u00a0approval.<\/p>\n<p>Excess compensation may not exceed 25% of an employee&#8217;s regular annual salary. Unlike excess compensation for faculty, professional staff can receive excess compensation for direct service on a research grant or from research grant funds subject to specific grant provisions.<\/p>\n<p><a href=\"http:\/\/hr.uw.edu\/professional-staff-program\/\">Overtime eligible<\/a>\u00a0professional staff do not qualify for &#8220;excess compensation&#8221;.<\/p>\n<h4>Requesting excess compensation<\/h4>\n<p><strong>Campus:\u00a0<\/strong>Excess compensation changes are processed in\u00a0<a href=\"https:\/\/wd5.myworkday.com\/uw\/login.htmld\">Workday<\/a>. Follow the <a href=\"https:\/\/employeehelp.workday.uw.edu\/user-guides\/request_comp_change_sc\/\">Request Compensation Change &#8211; Staff Campus<\/a> user guide and contact hrhelp@uw.edu if you have questions.<\/p>\n<p><strong>Medical centers:\u00a0<\/strong>Excess compensation changes are processed in\u00a0<a href=\"https:\/\/wd5.myworkday.com\/uw\/login.htmld\">Workday<\/a>. Follow the <a href=\"https:\/\/employeehelp.workday.uw.edu\/user-guides\/request_comp_change_mc\">Request Compensation Change &#8211; Medical Centers<\/a> user guide and contact hrhelp@uw.edu if you have questions.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>If a professional staff employee temporarily takes on additional duties for their regular department, a temporary pay increase may be appropriate. Find out what might qualify for excess compensation and how you can gain approval for it.<\/p>\n","protected":false},"author":49,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"open","ping_status":"open","template":"","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"","slim_seo":{"title":"Excess compensation - Compensation","description":"If a professional staff employee temporarily takes on additional duties for their regular department, a temporary pay increase may be appropriate. Find out what"},"footnotes":""},"class_list":["post-11122","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/11122","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/users\/49"}],"replies":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/comments?post=11122"}],"version-history":[{"count":1,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/11122\/revisions"}],"predecessor-version":[{"id":11124,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/11122\/revisions\/11124"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/media?parent=11122"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}