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Professional Staff Compensation
Overview

UNDERSTAND

The professional staff compensation plan has ten broad salary “grades”. Jobs placed in grades 5 through 10 are assigned to a narrower market range within a grade. The Human Resources Compensation Office is responsible for evaluating each professional staff position and assigning to it a payroll title, job code and salary grade, and if appropriate, a market range based on the position’s duties, responsibilities, and related factors.

The Compensation Office may change a position's grade assignment when it finds, through the position review process, that a position's duties and responsibilities have changed enough to warrant the grade change.

Salary Grades and Market Ranges

The Compensation Office develops the market ranges for professional staff payroll titles based on the most current Professional Staff Salary Survey, adjusted for market trends. A market range normally has a narrower span than the salary grade it is assigned to. The UW payroll system 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.

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. The example below shows the kind of relationship a broad salary grade (the "Sample Grade") has to a series of market ranges for payroll titles "A" through "E".

Example of Market Range to Salary Grade Relationships

Grade Minimum

"Sample Grade" - One grade spans many market ranges

Payroll Title A Market Range
Payroll Title B Market Range
Payroll Title C Market Range
Payroll Title D Market Range
Payroll Title E Market Range

=Market Range Minimum; =Market Range Maximum

Position and Salary Review

When a professional staff position's duties and responsibilities expand or substantially change, the position may be reviewed to determine whether the position's salary amount, job title and/or grade assignment should change. The salary and position review options and procedures are described on the Professional Staff Position Review webpage.

The compensation section of the Professional Staff Program describes the program's compensation philosophy, how general salary increases take place and other compensation-related information.

For questions about compensation practices for professional positions, contact the Compensation Office.

Temporary Pay Increases

All temporary salary increases for professional staff require approval of the Compensation Office. There are two forms of temporary salary increases:

Temporary Pay Increase - A professional staff employee who temporarily assumes additional responsibilities for ten or more working days may receive a temporary pay increase. A Temporary Pay Increase (TPI) requires advance approval of the Compensation Office and must be for at least five percent.

Administrative Supplement - An Administrative Supplement (ADS) is a lump sum amount added to an employee's gross monthly salary to recognize the assumption of higher level administrative responsibilities. Only overtime exempt professional staff are eligible to receive administrative supplements.

For questions about compensation practices for professional positions, contact the Compensation Office.