{"id":2449,"date":"2020-02-26T00:00:00","date_gmt":"2020-02-26T08:00:00","guid":{"rendered":"http:\/\/hr.uw.edu\/comp\/?page_id=2449"},"modified":"2026-07-09T08:23:26","modified_gmt":"2026-07-09T15:23:26","slug":"classification-and-pay","status":"publish","type":"page","link":"https:\/\/hr.uw.edu\/comp\/classified-staff\/classification-and-pay\/","title":{"rendered":"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\/classified-staff\/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\/classified-staff\/classification-and-pay\/#Classification-review\" >Classification 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\/classified-staff\/classification-and-pay\/#Other-forms-of-compensation\" >Other forms of compensation<\/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\/classified-staff\/classification-and-pay\/#Shift-blocks\" >Shift blocks<\/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\/classified-staff\/classification-and-pay\/#Temporary-hourly-increases-THI-and-Temporary-salary-increases-TSI\" >Temporary hourly increases (THI) and Temporary salary increases (TSI)<\/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=\"https:\/\/hr.uw.edu\/labor\/unions\/\">UW labor contracts<\/a> specify how contract classified positions are paid, scheduled, and how they are evaluated for possible reclassification. <a href=\"https:\/\/ofm.wa.gov\/state-human-resources\/civil-service-rules\">Civil service rules<\/a> specify how classified non-union positions are paid, scheduled, and how they are evaluated for possible reclassification.<\/p>\n<p>All classified employees are paid within a salary range determined by the <a href=\"https:\/\/hr.uw.edu\/comp\/classified-staff\/job-profile-list\/\">job profile and job code<\/a> assigned when the position is created. An employee receives salary step increases in accordance with the contract or rules covering the position until the employee reaches the top automatic step of the salary range, after which there are no more automatic step increases.<\/p>\n<p>On the <a href=\"https:\/\/hr.uw.edu\/comp\/classified-staff\/job-profile-list\/\">Job Profile list<\/a>, you can find classified job profiles, job specifications, FLSA status, pay tables, and compensation ranges.<\/p>\n<p>The job specifications that are used to determine a position\u2019s job profile are general in nature and are not intended to serve as a job description. Each job specification is divided into sections; depending on the particular specification and its revision date, the sections are as follows:<\/p>\n<ul>\n<li><strong>The 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, but not always, included on the lowest level of the class series. Not all class series have Class Series Concepts.<\/li>\n<li><strong>The Basic Function (Definition)<\/strong> describes the class duties and responsibilities in summary form.<\/li>\n<li><strong>The 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 between Typical Work statements for related job classes or similar job class series<\/li>\n<li><strong>The 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 (or Definition) 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 determine job profile.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Classification-review\"><\/span>Classification review<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>If HR, a manager, or an employee believes that a regular position\u2019s duties have changed enough so that the position\u2019s assigned job profile no longer fits the work, they may submit a reclassification request using the <a href=\"https:\/\/uwnetid.sharepoint.com\/sites\/uwhr_web_document_library\/Shared Documents\/classified-staff-position-review-questionnaire-20250416-a11y.pdf\">Classified Staff 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\/classified-staff\/classification-review-process\/\">classification review process<\/a>.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Other-forms-of-compensation\"><\/span>Other forms of compensation<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>In addition to the compensation practices or programs established in collective bargaining agreements or the state civil service rules, employees may be eligible to receive premium pay such as shift differential pay, standby pay, call back pay, and so on. To determine which premium pays apply, consult the applicable <a href=\"https:\/\/hr.uw.edu\/labor\/unions\/\">labor contract<\/a> or for classified non-union employees, review the University&#8217;s <a href=\"https:\/\/hr.uw.edu\/policies\/classified-non-union\/salary-determination-policy-for-classified-non-union-staff-covered-by-the-state-department-of-personnel-rules\/\">Salary Determination Policy for Classified Non-Union Staff<\/a> webpage.<\/p>\n<h3>Shift differential<\/h3>\n<p>An employee&#8217;s work shift is designated on the position in Workday as part of the Hire process for <a href=\"https:\/\/employeehelp.workday.uw.edu\/user-guides\/hire_sc\/\">campus<\/a> or the <a href=\"https:\/\/employeehelp.workday.uw.edu\/user-guides\/hire_mc\/\">medical centers<\/a>. Designating an eligible worker in one of the following <a href=\"https:\/\/employeehelp.workday.uw.edu\/user-guides\/enter_time\/\">permanent shifts<\/a> will calculate shift differential pay for all paid hours, including time worked and time off:<\/p>\n<ul>\n<li>Permanent Evening Shift<\/li>\n<li>Permanent Night Shift<\/li>\n<li>Permanent Negotiated Shift<\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Shift-blocks\"><\/span>Shift blocks<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<div class=\"table-responsive\">\n<table class=\"table table-striped table-sm\">\n<thead>\n<tr>\n<th scope=\"col\" width=\"30%\">Employment program<\/th>\n<th scope=\"col\" width=\"70%\">Shift block window<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><a href=\"https:\/\/apps.leg.wa.gov\/WAC\/default.aspx?cite=357-28-190\">Classified non-union staff<\/a><\/td>\n<td>6:00 p.m. \u2013 6:00 a.m. or employee is scheduled to work a shift which is split with a minimum of four intervening hours not worked. Exceptions to these shift blocks may be approved under WAC <a href=\"https:\/\/apps.leg.wa.gov\/WAC\/default.aspx?cite=357-28-190\">357-28-190(6)<\/a>.<\/td>\n<\/tr>\n<tr>\n<td><a href=\"https:\/\/hr.uw.edu\/labor\/unions\">SEIU 925<\/a><\/td>\n<td>Evening Shift: 5:00 p.m. \u2013 12:00 a.m.<br \/>\nNight Shift : 12:00 a.m. \u2013 7:00 a.m.<\/td>\n<\/tr>\n<tr>\n<td><a href=\"https:\/\/hr.uw.edu\/labor\/unions\">SEIU 1199<\/a><\/td>\n<td>Evening Shift: 3:00 p.m. \u2013 11:00 p.m.<br \/>\nThird Shift: 11:00 p.m. \u2013 7:00 a.m.<\/td>\n<\/tr>\n<tr>\n<td><a href=\"https:\/\/hr.uw.edu\/labor\/unions\">WFSE<\/a><\/td>\n<td>Evening Shift: 5:00 p.m. \u2013 12:00 a.m.<br \/>\nThird Shift: 12:00 a.m. \u2013 7:00 a.m.<\/td>\n<\/tr>\n<tr>\n<td><a href=\"https:\/\/hr.uw.edu\/labor\/unions\">WSNA<\/a><\/td>\n<td>Second Shift: 3:00 p.m. \u2013 11:00 p.m.<br \/>\nThird Shift: 11:00 p.m. \u2013 7:00 a.m.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>Employees who <a href=\"https:\/\/employeehelp.workday.uw.edu\/user-guides\/enter_time\/\">temporarily work in shift blocks<\/a> receive shift differential pay based on the applicable collective bargaining agreements or <a href=\"https:\/\/apps.leg.wa.gov\/WAC\/default.aspx?cite=357-28-190\">state civil service rules<\/a>. Shift differential is calculated when the majority of hours worked in an <a href=\"https:\/\/hr.uw.edu\/comp\/overtime-for-non-academic-staff\/flsa-overtime-eligibility-and-exemption\/\">FLSA workweek<\/a> fall in a shift block window of:<\/p>\n<ul>\n<li>Day Shift (sometimes called &#8220;First Shift&#8221;)<\/li>\n<li>Evening Shift (sometimes called &#8220;Second Shift&#8221;)<\/li>\n<li>Night Shift (sometimes called &#8220;Third Shift&#8221;)<\/li>\n<\/ul>\n<p>The exception is when an employee not already eligible for shift premium voluntarily requests and is approved for a flexible schedule where the majority of hours fall into a shift block, due to childcare or eldercare needs as described on <a href=\"https:\/\/hr.uw.edu\/hybridwork\/managing-the-hybrid-workplace\/manager-toolkit-to-support-caregivers\/\">UWHR&#8217;s Manager toolkit to support caregivers page<\/a>.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Temporary-hourly-increases-THI-and-Temporary-salary-increases-TSI\"><\/span>Temporary hourly increases (THI) and Temporary salary increases (TSI)<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"table-responsive\">Supervisors may temporarily assign a classified non-union or contract classified employee the duties of a higher-level classified or professional staff position in accordance with the provisions of the applicable civil service rules or collective bargaining agreement. With Human Resources&#8217; approval, the employee is paid a temporary hourly or salary increase of at least 5%, not to exceed the top automatic step for the higher-level classification. The increase is effective the first day of the assignment. For classified non-union staff, temporary hourly and salary increases are limited to six months. For contract classified staff, temporary hourly and salary increases are governed by the provisions of the applicable collective bargaining agreement.<\/p>\n<p class=\"table-responsive\"><strong>Campus:<\/strong> Temporary Salary Increases are requested in <a href=\"https:\/\/employeehelp.workday.uw.edu\/\">Workday<\/a>. Follow the <a href=\"https:\/\/employeehelp.workday.uw.edu\/user-guides\/request_comp_change_sc\/\">Request Compensation Change \u2013 Staff Campus<\/a> user guide and contact <a href=\"mailto:hrhelp@uw.edu\">hrhelp@uw.edu<\/a>\u00a0if you have questions.<\/p>\n<p class=\"table-responsive\"><strong>Medical Centers:<\/strong> Complete the <a href=\"https:\/\/uwnetid.sharepoint.com\/:b:\/r\/sites\/uwhr_web_document_library\/Shared%20Documents\/classified-staff-temporary-salary-hourly-increase-request-med-centers-20260409-a11y.pdf?csf=1&amp;web=1&amp;e=OG52mU\">Classified Staff Temporary Salary or Hourly Increase Request (TSI or THI) \u2013 Med Centers Only (MS Word)<\/a> form. Contact <a href=\"https:\/\/hr.uw.edu\/contact-us\/\">Medical Centers Compensation <\/a>if you have questions.<\/p>\n<p>&nbsp;<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Learn about job classification and job codes, temporary salary increases, and other forms of compensation.<\/p>\n","protected":false},"author":49,"featured_media":0,"parent":12106,"menu_order":20,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"no","footnotes":""},"class_list":["post-2449","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/2449","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=2449"}],"version-history":[{"count":14,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/2449\/revisions"}],"predecessor-version":[{"id":12376,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/2449\/revisions\/12376"}],"up":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/12106"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/media?parent=2449"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}