{"id":3011,"date":"2016-03-18T00:00:00","date_gmt":"2016-03-18T07:00:00","guid":{"rendered":"https:\/\/hr.uw.edu\/comp\/?page_id=3011"},"modified":"2026-06-28T18:12:11","modified_gmt":"2026-06-29T01:12:11","slug":"overview","status":"publish","type":"page","link":"https:\/\/hr.uw.edu\/comp\/professional-staff\/overview\/","title":{"rendered":"Professional staff overview"},"content":{"rendered":"<p>All professional staff positions must meet one of the legislatively authorized\u00a0<a href=\"http:\/\/hr.uw.edu\/professional-staff-program\/\">exemption criteria<\/a>\u00a0in order to be placed in the University of Washington Professional Staff Program. The compensation section\u00a0of the <a href=\"http:\/\/hr.uw.edu\/professional-staff-program\/\">Professional Staff Program<\/a>\u00a0provides ten broad\u00a0compensation grades and guidance for determining a compensation grade assignment, and also describes the different types of salary increase opportunities.<\/p>\n<p>Compensation evaluates each professional staff position to determine the exemption criteria it meets, and assign a job profile associated with the exemption criteria and a compensation grade that is based on the position\u2019s duties, responsibilities, and other factors. Each job profile and compensation grade combination is assigned a unique job code.<\/p>\n<p>Most job profiles (e.g., \u201cmanager\u201d or \u201cdirector\u201d) are assigned to more than one compensation grade. A job profile and its compensation grades are referred to as a Job profile Series (e.g., manager grades 7, 8, 9, 10, and 11)<\/p>\n<p>A market range is also assigned for positions in grade 5 \u2013 10 based on the position\u2019s duties, responsibilities, and related factors. Market ranges are normally narrower than the compensation grade and are based on the most current\u00a0<a style=\"background-color: #ffffff;font-size: 1rem\" href=\"http:\/\/hr.uw.edu\/comp\/professional-staff\/2021-professional-staff-salary-survey\/\">Professional Staff Salary Survey<\/a><span style=\"font-size: 1rem\">, adjusted for market trends. The market range minimum and maximum represent a designated percentage below and above the market range midpoint. The amount of this percentage varies depending on the salary survey results for the targeted market position for a specific job family.<\/span><\/p>\n<p style=\"margin-top: 0in;background: white\"><span style=\"font-family: 'Open Sans';color: #3d3d3d\">Workday displays the market range minimums and maximums for professional staff job codes. The market range midpoint is the pay rate that is half way between the market range minimum and the market range maximum. This midpoint is a calculated average rate of pay for similar jobs in the regional market.<\/span><\/p>\n<p style=\"margin-top: 0in;background: white\"><span style=\"font-family: 'Open Sans';color: #3d3d3d\">The example below shows the kind of relationship a broad compensation grade (the \u201cSample Grade\u201d) has to a series of market ranges for job profiles \u201cA\u201d through \u201cE\u201d.<\/span><\/p>\n<p><strong>Example of Market Range to Compensation Grade Relationships<\/strong><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-415 size-large\" src=\"http:\/\/hr.uw.edu\/comp\/wp-content\/uploads\/sites\/5\/2016\/02\/payscale-830x1024.png\" alt=\"Example of Market Range to Salary Grade Relationships\" width=\"830\" height=\"1024\" srcset=\"https:\/\/hr.uw.edu\/comp\/wp-content\/uploads\/sites\/5\/2016\/02\/payscale-830x1024.png 830w, https:\/\/hr.uw.edu\/comp\/wp-content\/uploads\/sites\/5\/2016\/02\/payscale-243x300.png 243w, https:\/\/hr.uw.edu\/comp\/wp-content\/uploads\/sites\/5\/2016\/02\/payscale-768x947.png 768w, https:\/\/hr.uw.edu\/comp\/wp-content\/uploads\/sites\/5\/2016\/02\/payscale.png 964w\" sizes=\"auto, 100vw\" \/><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Professional staff are non-union, non-academic employees working at the University. Learn more about your position, excess compensation, and temporary pay increases.<\/p>\n","protected":false},"author":49,"featured_media":0,"parent":32,"menu_order":10,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"no","footnotes":""},"class_list":["post-3011","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/3011","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=3011"}],"version-history":[{"count":3,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/3011\/revisions"}],"predecessor-version":[{"id":12246,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/3011\/revisions\/12246"}],"up":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/pages\/32"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/comp\/wp-json\/wp\/v2\/media?parent=3011"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}