{"id":2919,"date":"2022-03-29T14:19:10","date_gmt":"2022-03-29T21:19:10","guid":{"rendered":"https:\/\/hr.uw.edu\/comp\/?page_id=2919"},"modified":"2022-12-02T09:48:40","modified_gmt":"2022-12-02T17:48:40","slug":"department-responsibility-for-pay-equity-review","status":"publish","type":"page","link":"https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/","title":{"rendered":"Department responsibility for pay equity review"},"content":{"rendered":"

WA state law promotes fairness through equal pay<\/a>, which requires employers to provide equal compensation to similarly employed workers except for specific reasons. UWHR encourages departments to holistically look at employee performance and wages, considering merit-based salary increases, increase of duties and\/or criticality of employee retention to ensure fair compensation. In advance of finalizing a decision to increase pay, consider:<\/p>\n

Type of compensation:<\/strong> Does the compensation mechanism you are using match the situation? There often are several types of salary increase options for classified and professional staff so make sure you are using the option that best aligns with the situation.<\/p>\n

Professional staff<\/h4>\n
\n\n\n\n\n\n\n\n\n\n\n\n
<\/th>\nIn-grade salary adjustment<\/th>\nPosition review<\/th>\nTemporary pay increase<\/th>\nRetention incentive<\/th>\n<\/tr>\n<\/thead>\n
Permanent change in level of duties and responsibilities<\/td>\n<\/td>\nX<\/td>\n<\/td>\nX<\/td>\n<\/td>\n<\/td>\n<\/tr>\n
Temporary additional duties and responsibilities<\/td>\n<\/td>\n<\/td>\nX<\/td>\nX<\/td>\n<\/td>\n<\/tr>\n
Temporary assumption of higher-level administrative responsibilities<\/td>\n<\/td>\n<\/td>\nX (ADS)<\/td>\n<\/td>\n<\/tr>\n
Meritorious performance with increased level of functioning<\/td>\nX<\/td>\nX<\/td>\n<\/td>\nX<\/td>\n<\/td>\n<\/td>\n<\/tr>\n
Market-related pressures (external equity)<\/td>\nX<\/td>\n<\/td>\n<\/td>\nX<\/td>\n<\/td>\n<\/tr>\n
Employment offer \/ active recruitment from outside of UW<\/td>\nX<\/td>\n<\/td>\n<\/td>\nX<\/td>\n<\/tr>\n
Misalignment of salary relationships (internal equity)<\/td>\nX<\/td>\n<\/td>\n<\/td>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n

Classified staff<\/h4>\n

In addition to specific provisions in a collective bargaining agreement, the following chart outlines typical mechanisms for pay increases:<\/p>\n

\n\n\n\n\n\n\n\n\n\n\n
<\/th>\nPosition review<\/th>\nTemporary salary increase<\/th>\nCareer Enhancement\/ Growth Program (925+WFSE)<\/th>\nRecruitment and retention program (additional steps)<\/th>\nRetention incentive<\/th>\n<\/tr>\n<\/thead>\n
Permanent change in level of duties and responsibilities<\/td>\nX<\/td>\n<\/td>\n<\/td>\n<\/td>\n<\/td>\n<\/tr>\n
Temporary change in level of duties and responsibilities<\/td>\n<\/td>\nX<\/td>\n<\/td>\n<\/td>\n<\/td>\n<\/tr>\n
Meritorious performance with increased level of functioning<\/td>\nX<\/td>\n<\/td>\nX<\/td>\nX<\/td>\n<\/td>\n<\/tr>\n
Market-related pressures (external equity)<\/td>\n<\/td>\n<\/td>\n<\/td>\nX<\/td>\n<\/td>\n<\/tr>\n
Employment offer \/ active recruitment from outside of UW<\/td>\n<\/td>\n<\/td>\n<\/td>\nX<\/td>\nX<\/td>\n<\/tr>\n
Misalignment of salary relationships (internal equity)<\/td>\n<\/td>\n<\/td>\n<\/td>\nX<\/td>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n
\n

Unit policy requirements:<\/strong> If your department has a policy that governs promotional pay increase decisions, have you followed it?<\/p>\n

Wage compression:<\/strong> Will this compensation action create compression among similar positions? If so, what are the risks and mitigation efforts? Have you considered future impacts resulting from a higher state salary threshold for the exemption from overtime?<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Use this guidance as part of compensation discussions and decisions to help meet departmental responsibility to ensure fair compensation.<\/p>\n","protected":false},"author":49,"featured_media":0,"parent":2030,"menu_order":20,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"class_list":["post-2919","page","type-page","status-publish","format-standard","hentry","search_bucket-page"],"acf":[],"yoast_head":"\nDepartment responsibility for pay equity review - Compensation<\/title>\n<meta name=\"description\" content=\"Use this guidance as part of compensation discussions and decisions to help meet departmental responsibility to ensure fair compensation.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Department responsibility for pay equity review - Compensation\" \/>\n<meta property=\"og:description\" content=\"Use this guidance as part of compensation discussions and decisions to help meet departmental responsibility to ensure fair compensation.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/\" \/>\n<meta property=\"og:site_name\" content=\"Compensation\" \/>\n<meta property=\"article:modified_time\" content=\"2022-12-02T17:48:40+00:00\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"2 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/\",\"url\":\"https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/\",\"name\":\"Department responsibility for pay equity review - Compensation\",\"isPartOf\":{\"@id\":\"https:\/\/hr.uw.edu\/comp\/#website\"},\"datePublished\":\"2022-03-29T21:19:10+00:00\",\"dateModified\":\"2022-12-02T17:48:40+00:00\",\"description\":\"Use this guidance as part of compensation discussions and decisions to help meet departmental responsibility to ensure fair compensation.\",\"breadcrumb\":{\"@id\":\"https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/hr.uw.edu\/comp\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Pay equity\",\"item\":\"https:\/\/hr.uw.edu\/comp\/pay-equity\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"Department responsibility for pay equity review\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/hr.uw.edu\/comp\/#website\",\"url\":\"https:\/\/hr.uw.edu\/comp\/\",\"name\":\"Compensation\",\"description\":\"Compensation develops and administers the compensation and classification programs that help the UW attract, retain, and motivate UW staff.\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/hr.uw.edu\/comp\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Department responsibility for pay equity review - Compensation","description":"Use this guidance as part of compensation discussions and decisions to help meet departmental responsibility to ensure fair compensation.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/","og_locale":"en_US","og_type":"article","og_title":"Department responsibility for pay equity review - Compensation","og_description":"Use this guidance as part of compensation discussions and decisions to help meet departmental responsibility to ensure fair compensation.","og_url":"https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/","og_site_name":"Compensation","article_modified_time":"2022-12-02T17:48:40+00:00","twitter_card":"summary_large_image","twitter_misc":{"Est. reading time":"2 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/","url":"https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/","name":"Department responsibility for pay equity review - Compensation","isPartOf":{"@id":"https:\/\/hr.uw.edu\/comp\/#website"},"datePublished":"2022-03-29T21:19:10+00:00","dateModified":"2022-12-02T17:48:40+00:00","description":"Use this guidance as part of compensation discussions and decisions to help meet departmental responsibility to ensure fair compensation.","breadcrumb":{"@id":"https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/"]}]},{"@type":"BreadcrumbList","@id":"https:\/\/hr.uw.edu\/comp\/pay-equity\/department-responsibility-for-pay-equity-review\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/hr.uw.edu\/comp\/"},{"@type":"ListItem","position":2,"name":"Pay equity","item":"https:\/\/hr.uw.edu\/comp\/pay-equity\/"},{"@type":"ListItem","position":3,"name":"Department responsibility for pay equity review"}]},{"@type":"WebSite","@id":"https:\/\/hr.uw.edu\/comp\/#website","url":"https:\/\/hr.uw.edu\/comp\/","name":"Compensation","description":"Compensation develops and administers the compensation and classification programs that help the UW attract, retain, and motivate UW staff.","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/hr.uw.edu\/comp\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"}]}},"_links":{"self":[{"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/2919","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=2919"}],"version-history":[{"count":9,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/2919\/revisions"}],"predecessor-version":[{"id":3224,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/2919\/revisions\/3224"}],"up":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/2030"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/media?parent=2919"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}