{"id":12263,"date":"2026-06-29T11:49:30","date_gmt":"2026-06-29T18:49:30","guid":{"rendered":"https:\/\/hr.uw.edu\/comp\/?page_id=12263"},"modified":"2026-07-06T11:09:39","modified_gmt":"2026-07-06T18:09:39","slug":"rcse-classification-and-pay","status":"publish","type":"page","link":"https:\/\/hr.uw.edu\/comp\/represented-civil-service-exempt-staff\/rcse-classification-and-pay\/","title":{"rendered":"RCSE classification and pay"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_85 ez-toc-wrap-left counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #0a0a0a;color:#0a0a0a\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #0a0a0a;color:#0a0a0a\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/hr.uw.edu\/comp\/represented-civil-service-exempt-staff\/rcse-classification-and-pay\/#Labor-contracts-and-job-specifications\" >Labor contracts and job specifications<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/hr.uw.edu\/comp\/represented-civil-service-exempt-staff\/rcse-classification-and-pay\/#Position-and-salary-review\" >Position and salary review<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/hr.uw.edu\/comp\/represented-civil-service-exempt-staff\/rcse-classification-and-pay\/#Requesting-an-in-grade\" >Requesting an in-grade<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/hr.uw.edu\/comp\/represented-civil-service-exempt-staff\/rcse-classification-and-pay\/#Additional-compensation\" >Additional compensation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/hr.uw.edu\/comp\/represented-civil-service-exempt-staff\/rcse-classification-and-pay\/#Requesting-temporary-pay\" >Requesting temporary pay<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/hr.uw.edu\/comp\/represented-civil-service-exempt-staff\/rcse-classification-and-pay\/#Occasional-and-sporadic-assignment-%E2%80%93-unrelated-duties-payment\" >Occasional and sporadic assignment &#8211; unrelated duties payment<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/hr.uw.edu\/comp\/represented-civil-service-exempt-staff\/rcse-classification-and-pay\/#Retention-payment\" >Retention payment<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/hr.uw.edu\/comp\/represented-civil-service-exempt-staff\/rcse-classification-and-pay\/#Requesting-a-one-time-payment\" >Requesting a one-time payment<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Labor-contracts-and-job-specifications\"><\/span>Labor contracts and job specifications<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><a href=\"http:\/\/hr.uw.edu\/labor\/unions\/\" target=\"_blank\" rel=\"noopener\">UW labor contracts<\/a> specify how represented civil service exempt staff (Represented CSEs) are paid, scheduled, and evaluated for possible reclassification.<\/p>\n<p>All Represented CSEs are paid within a salary range determined by the <a href=\"https:\/\/hr.uw.edu\/comp\/represented-civil-service-exempt-staff\/job-profile-list-and-specs\/\">job profile<\/a> assigned when the position is created. Employees receive salary increases in accordance with the applicable collective bargaining agreement.<\/p>\n<p>On the <a href=\"https:\/\/hr.uw.edu\/comp\/represented-civil-service-exempt-staff\/job-profile-list-and-specs\/\">Job Profile list<\/a>, you can find Represented CSEs job profiles, job specifications, FLSA status, and compensation ranges.<\/p>\n<p>The job specifications used to determine a position\u2019s 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:<\/p>\n<ul>\n<li>The <strong>Class Series Concept<\/strong> 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.<\/li>\n<li>The <strong>Basic Function<\/strong> describes the class duties and responsibilities in summary form.<\/li>\n<li>The <strong>Distinguishing Characteristics<\/strong> 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.<\/li>\n<li><strong>Typical Work<\/strong> 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.<\/li>\n<li>The <strong>Minimum Qualifications<\/strong> 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.<\/li>\n<\/ul>\n<p>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.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Position-and-salary-review\"><\/span>Position and salary review<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>When a Represented CSEs position\u2019s duties and responsibilities expand or substantially change, the position may be reviewed to determine whether the position\u2019s job profile and\/or salary amount should change.<\/p>\n<h3>Position review<\/h3>\n<p>If the Employer or an employee believes that a regular position\u2019s duties have changed enough so that the position\u2019s assigned job profile no longer fits with the work, they may submit a position review request using the <a href=\"https:\/\/uwnetid.sharepoint.com\/sites\/uwhr_web_document_library\/Shared Documents\/represented-civil-service-exempt-staff-position-review-questionnaire-20250418-a11y.pdf\">Represented Civil Service Exempt Position Review Questionnaire (PDF)<\/a>. HR Compensation will review the position to determine if it should be assigned to a different job profile through the <a href=\"https:\/\/hr.uw.edu\/comp\/represented-civil-service-exempt-staff\/position-review-process\/\">position review process<\/a>.<\/p>\n<h3>In-grade<\/h3>\n<p>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:<\/p>\n<ul>\n<li>Job growth\/change in responsibilities<\/li>\n<li>Meritorious performance with increased level of functioning<\/li>\n<li>Market competitiveness or retention<\/li>\n<li>Employment offer or active recruitment from outside of the University<\/li>\n<li>Internal equity.<\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Requesting-an-in-grade\"><\/span><strong>Requesting an in-grade<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Supervisors consult with the department\/major organization\u2019s administrator and determine the desired salary adjustment and the reason(s) for it.<\/p>\n<p><strong>Campus supervisors:<\/strong> Follow the <a href=\"https:\/\/isc.uw.edu\/user-guides\/request_comp_change_sc\/\" target=\"_blank\" rel=\"noopener\">Request Compensation Change \u2013 Staff \u2013 Campus<\/a> user guide to process your request in <a href=\"https:\/\/wd5.myworkday.com\/uw\/login.htmld\" target=\"_blank\" rel=\"noopener\">Workday<\/a>. Contact <a href=\"https:\/\/employeehelp.workday.uw.edu\/contact-us\/\" target=\"_blank\" rel=\"noopener\">Employee Workday Help<\/a> if you have questions.<\/p>\n<p><strong>Medical Centers supervisors:<\/strong> Complete the <a href=\"https:\/\/uwnetid.sharepoint.com\/sites\/uwhr_web_document_library\/Shared Documents\/professional-staff-compensation-change-request-20250807-a11y.pdf\">Professional Staff Compensation Change Request (PDF)<\/a> and forward it for organizational approval. The final organizational approver will send the approved request to Compensation.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Additional-compensation\"><\/span>Additional compensation<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>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 <a href=\"http:\/\/hr.uw.edu\/labor\/unions\/\" target=\"_blank\" rel=\"noopener\">labor contract<\/a>.<\/p>\n<h3>Temporary pay<\/h3>\n<p>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.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Requesting-temporary-pay\"><\/span><strong>Requesting temporary pay<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>Campus supervisors:<\/strong> Submit requests and\/or extension requests through Workday following the <a href=\"https:\/\/isc.uw.edu\/user-guides\/request_comp_change_sc\/\" target=\"_blank\" rel=\"noopener\">Request Compensation Change \u2013 Staff Campus<\/a> instructions. Contact <a href=\"https:\/\/employeehelp.workday.uw.edu\/contact-us\/\" target=\"_blank\" rel=\"noopener\">Employee Workday Help<\/a> if you have questions.<\/p>\n<p><strong>Medical Centers supervisors:<\/strong> Complete and submit the <a href=\"https:\/\/uwnetid.sharepoint.com\/sites\/uwhr_web_document_library\/Shared Documents\/professional-staff-TPI-approval-request-20260415-a11y.pdf\">Professional Staff Temporary Pay Increase (TPI): Approval Request (PDF)<\/a> form to Med Centers HR Workforce Management Systems. Contact <a href=\"http:\/\/hr.uw.edu\/contact-us\/\" target=\"_blank\" rel=\"noopener\">Medical Centers Compensation<\/a> if you have questions.<\/p>\n<h3>One-time payment<\/h3>\n<p>One-time payments are single, lump sum payments for services rendered or a job duty fulfilled.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Occasional-and-sporadic-assignment-%E2%80%93-unrelated-duties-payment\"><\/span><strong>Occasional and sporadic assignment &#8211; unrelated duties payment<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Under exceptional circumstances, Represented CSEs may qualify for a one-time payment for work that is not part of a position\u2019s normal job duties, and that is typically performed outside of the employee\u2019s home department.<\/p>\n<p>Examples of work that might qualify for a one-time payment for unrelated duties when they are not part of an employee\u2019s regular position are:<\/p>\n<ul>\n<li>Conducting statistical analysis of another unit\u2019s research data.<\/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<li>Direct service on a research grant or from research grant funds subject to specific grant provisions.<\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Retention-payment\"><\/span><strong>Retention payment<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A retention payment is a lump sum payment outside of an employee\u2019s 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 <a href=\"https:\/\/hr.uw.edu\/comp\/retention-payment\/\">Retention payment<\/a> for more details.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Requesting-a-one-time-payment\"><\/span><strong>Requesting a one-time payment<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>Campus supervisors:<\/strong> One-time payments are processed in Workday. Follow the <a href=\"https:\/\/isc.uw.edu\/user-guides\/request_one_time_payment_sc\/\" target=\"_blank\" rel=\"noopener\">Request One-Time Payment \u2013 Staff Campus<\/a> user guide and contact <a href=\"https:\/\/employeehelp.workday.uw.edu\/contact-us\/\" target=\"_blank\" rel=\"noopener\">Employee Workday Help<\/a> if you have questions.<\/p>\n<p><strong>Medical centers supervisors:<\/strong> One-time payments are processed in <a href=\"https:\/\/wd5.myworkday.com\/uw\/login.htmld\" target=\"_blank\" rel=\"noopener\">Workday<\/a>. Follow the <a href=\"https:\/\/isc.uw.edu\/user-guides\/request_one_time_payment_mc\/\" target=\"_blank\" rel=\"noopener\">Request One-Time Payment \u2013 Medical Centers<\/a> user guide and submit requests to Med Centers HR Workforce Management Systems.<\/p>\n<h3>Non-faculty teaching allowance<\/h3>\n<p>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 <a href=\"https:\/\/ap.washington.edu\/ahr\/policies\/compensation\/additional-compensation\/\" target=\"_blank\" rel=\"noopener\">Additional Compensation &#8211; Academic Personnel<\/a> for applicability and processing.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Learn about job specifications, temporary pay, and other forms of compensation. <\/p>\n","protected":false},"author":49,"featured_media":0,"parent":2285,"menu_order":20,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"no","footnotes":""},"class_list":["post-12263","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/12263","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=12263"}],"version-history":[{"count":7,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/12263\/revisions"}],"predecessor-version":[{"id":12336,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/12263\/revisions\/12336"}],"up":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/2285"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/media?parent=12263"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}