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Classified Compensation
Overview

Job Classification and Pay

The principal determinants of a classified employee's pay are the job classification and job code which are assigned when the position is initially created. Classified staff are paid within the salary range for their job classification. 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. Extended leave of absence without pay can delay step increases. See the( Increment Date Determination page).

If you know a position's job title and job code you can view the salary range for the job title. It is important to know the job code because there are some classifications that have the same job titles but different codes. To find the salary range for a job title go to the compensation plan, follow the alphabetical links to find the job title and job code, note the "pay range" number for your classification, then click the "pay table" link. Find the pay range number for your job title in the pay table and you can see the pay steps for your title.

Classification Review

If a supervisor or employee believes that a position's duties have changed enough so that the position's assigned job title/job code no longer fits the work, the supervisor or the employee may use the position review process request that the employee's position be reviewed for proper classification. The Compensation Office will review the position to determine if it should be assigned to a different job title/job code. Human resources may also initiate the review of a position. NOTE: If you believe that a classified position should be reviewed for placement in the Professional Staff Program, use the professional staff position review process to request a complete position review.

Temporary Salary Increases

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 within the provisions of the applicable civil service rules or labor contract. With Human Resources' approval, the employee is paid at a salary step the equivalent of at least two salary steps above the employee's present salary, but not above 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 higher level duty salary increases are limited to six months. For contract classified staff, temporary higher level duty salary increases are governed by the provisions of the applicable labor contract. View the classified temporary salary increase procedure.

Additional Compensation Programs

Salary Adjustment - Recruitment/Retention Program

This program allows supervisors to award additional salary increment steps to both classified non-union and contract classified staff to address serious salary equity/alignment or retention issues.

There is no limit to the number of additional steps that may be approved at one time, but the additional salary increment increase cannot exceed the top automatic increment step of the employee's range, and it does not change the employee's periodic increment date. View procedure.

Career Enhancement/Growth Program (CEGP)

The Career Enhancement/Growth Program applies only to contract classified staff whose pay tables contain CEGP steps, and not to any other University of Washington employees. This program allows supervisors to recognize and reward contract classified staff who:

There are no restrictions in the number of staff in a unit who may receive CEGP steps. Receiving a CEGP step does not result in a new increment date.

A CEGP award may start no earlier than two (2) pay periods before the date of appointing authority approval. If you have questions about either of these programs, you should contact your Human Resources Consultant (HRC). View procedure.

Other Forms of Compensation

In addition to the compensation practices or programs described above, employees may be eligible to receive premium pay such as shift differential pay, standby pay, call back pay etc. To determine which premium pays apply, consult the applicable labor contract or for classified non-union employees, review the University's Salary Determination Policy for Classified Non-Union Staff.

If you have questions about compensation practices for classified positions, contact your unit's Compensation Consultant or HRC.