There are four major categories of employment for which Human Resources administers compensation programs:
There are two categories of classified staff, contract classified staff and classified non-union staff. Contract classified staff are covered by a labor contract (collective bargaining agreement) that specifies how a person is paid and how a position can be evaluated for possible reclassification. Each contract classified employee should know which labor contract covers his or her employment. Each manager should understand what positions in a unit are covered by labor contracts and which contracts apply. If you are not sure which contract applies to a position, you can ask your Human Resources Consultant or the Labor Relations Office. You can access the labor contracts on the Labor Relations website. Classified non-union staff are covered by civil service rules that specify how a person is paid and how a position can be evaluated for possible reclassification. The civil service rules are on the Washington State Department of Personnel website.
See the Classified Staff Compensation webpage for detailed information about classified compensation programs and options.
The University's Professional Staff Program defines the terms and conditions of employment for professional staff employees. To be included in the Professional Staff Program, a position must meet one or more of the legislatively established exemption criteria. The compensation section of the program describes how a salary rate is determined for professional staff positions.
In the professional staff program there are a small number of broad salary grades that establish the compensation framework. Each professional staff position is assigned to a salary grade and its salary will fall within the grade. Jobs in grades 5 through 10 are also assigned to a market range that is narrower than the overall grade. The Compensation Office is responsible for grade and salary assignment when a position is created, and if it is reviewed for proper salary assignment at a later time.
See the Professional Staff Compensation webpage for detailed information about the compensation program and options.
Temporary appointments are exempt from coverage by the state civil service system by virtue of the fact that they work less than 1050 hours in a 12 month period, beginning with the employees original date of temporary employment (once established, this date does not change, even if the employee leaves University employment and then returns at a later time). Compensation information for temporary staff is included in the temporary employment hiring process.
Temporary assignments that meet one of the professional staff exemption criteria may qualify as a professional staff temporary appointment (PSTA).
There are limits on student employment established by University policy. The Compensation Office establishes student employee compensation requirements in accordance with University policy. Student employees must be paid at least the Washington State minimum wage.