Office of Planning & Budgeting

FY23 Merit Process Guide

(Updated: July 28, 2022)

Introduction

This process guide is intended to assist units in the preparation and submission of merit recommendations as described in the FY23 merit authorization letter from the Executive Office of the President and Provost, which is available on the Office of Planning and Budgeting website. Unit personnel responsible for merit preparation and submission of merit recommendations should review all sections of this guide.

Eligibility

For details on merit eligibility, review the FY23 merit authorization letter and the list of Job Profiles Not Included in the Merit Process.

Timeline

The table below outlines major activities and deadlines associated with merit preparation and submission. (OPB=Office of Planning & Budgeting; OAP=Office of Academic Personnel; HR Comp=UW Human Resources Compensation Office; ISC=Integrated Service Center)

Date Action Related Content/Notes
Now-Jul 31 Unit run Merit Data Audit Report R0536; initiate and ensure completion of corrective action for data that is incorrect. Preparation & Data Clean Up
Using Merit Data Audit Report R0536
Jun 1-Jul 31 1st Restricted Entry Period for select Workday transactions Restricted Entry Periods
Jul 6-Sep 16 UW State Budget System (BGT) closed except for salary module data entry and to claim new allocations Using Budget (BGT) Salary Module
Jul 31 DEADLINE for completion of all Workday data clean up Preparation & Data Clean Up
Using Merit Data Audit Report R0536
Aug 1 OPB begins pulling data for official merit files Preparation & Data Clean Up
Aug 1-Sep 15 2nd Restricted Entry Period for select Workday transactions Restricted Entry Periods
Aug 5 OPB distributes official, protected merit file to units
Aug 5-17 Units enter merit recommendations onto official merit file(s) Merit File Submission Process
Merit Reason Codes
Aug 12 Units, campuses receive Budget Merit Allocation report from OPB Using Budget (BGT) Salary Module
Aug 17 DEADLINE for units to submit completed merit files Merit File Submission Process
Aug 18-Sep 1 OAP and HR Comp review submitted merit files; unit contacts/HR managers must be available for questions
Aug 19-Sep 1 Upon notification from OPB, units input merit increases for permanently budgeted positions into BGT Salary Module Using Budget (BGT) Salary Module
Sep 1 OAP and HR Comp complete institutional review of merit recommendations, notify units of outcome
Sep 1 Upon notification from OAP and HR Comp, units must notify employees of merit salary increases
Sep 1 DEADLINE (5pm) for units to complete input of merit increases into BGT Salary Module Using Budget (BGT) Salary Module
Sep 2-9 OPB reviews BGT increases entered into BGT Salary Module Using Budget (BGT) Salary Module
Sep 5-9 ISC loads post-merit salary rates into Workday
Sep 10 New 9/1 salary rates visible to employees in Workday
Sep 12 OPB posts BGT Salary Module merit increases to budgeted positions Using Budget (BGT) Salary Module
Sep 12-14 Units run Merit Adjustment Validation Report R0537 Load & Validation of Data
Corrections & Changes
Sep 14 DEADLINE for units to notify ISC of necessary corrections Corrections & Changes
Sep 12 (updated) UPDATE: All restrictions lifted; all business process transactions can resume This date has been revised from Sep. 14 to Sep. 12 to allow critical transactions to be processed before payroll cutoff
Sep 20 ISC notifies campus that merit data has been loaded
Sep 21 Payroll runs for pay period ending September 15, reflected on September 26 pay slips
Sep 26 Increases loaded into Workday appear on pay slips

Preparation & Data Clean Up

Units must review data that will be used in the merit process and ensure it is correct. Corrective action must be completed in Workday by July 31. Completion means no approval steps remain on the Workday business process. Addressing data errors now helps ensure that accurate information is pulled into official, protected merit spreadsheets (“official merit file”), which are created and distributed to units in early August by the Office of Planning and Budgeting (OPB).

Regardless of effective date, ANY restricted action for merit-eligible personnel that is in process at the point when merit is loaded into Workday will error out, have to be canceled, and cause significant delays.

Workday data pulled into the official merit file is based on a prospective August 31 snapshot. When verifying data, it is especially important to confirm pay and position details as of this date.

Clean Up Procedure

  1. Run the Merit Data Audit Report R0536 (“R0536”) available in Workday
  2. Review and confirm the following data for each merit-eligible employee:
    • They show up on the report
    • Supervisory organization is correct
    • Full-time monthly base pay is accurate
    • Compensation is a non-zero number. NOTE: Employees with zero compensation will not be on the official merit file. Do not zero out compensation as a means of delaying the termination or reappointment process as that is against university policy and will result in serious data errors.
    • Practice plan allowance (if one exists) has been updated commensurate with the FTE
    • If UW employment will continue, Compensation Actual End Date extends beyond August 31 and matches End Employment Date on the position
    • If UW employment will end prior to September 1, a termination has been processed and fully completed in Workday; employees terminated prior to September 1 are not eligible for merit
  3. Initiate corrective action in Workday as soon as possible if you identify data errors during the above review; ensure all approvals associated with the Workday business process are completed by July 31
  4. Run R0536 again after all errors have been addressed to verify data is correct. Errors will continue to show on the report until all process transactions are completed through the approval chain. Re-run the report regularly to identify new errors.

Key Considerations during Merit Preparation

  • Deadline for data clean-up is July 31. Failure to run R0536 and clean data accordingly could cause serious errors with the merit load into Workday and result in a delay of merit, over/underpayment, and/or significant time/effort/frustration for unit staff, campus partners, and merit recipients.
  • Units that share funding for a position must discuss anticipated merit adjustment increases with all impacted units. An employee’s approved merit increase will be distributed proportionally to the costing allocation.
  • Unless otherwise indicated in Job Profiles Not Included in the Merit Process, personnel in paid status, including faculty with courtesy or part-time appointments, are eligible for merit and will appear on the official merit file.
  • As indicated in Restricted Entry Periods, select transactions are restricted during merit preparation. The Integrated Service Center (ISC) will cancel transactions that block the merit process. This includes, but is not limited to:
    • Approved transactions with an effective date of September 1 or later
    • Transactions that have been saved for future processes
  • Lateral moves and transfers with effective dates in August should be processed and fully approved in Workday by July 31. Those processed after July 31 will result in an error during the merit load.
  • Once merit is successfully loaded and the restricted entry periods are lifted, units can re/enter transactions accordingly.

Using Merit Data Audit Report R0536

The Merit Data Audit Report R0536 (“R0536”) is an important part of the merit preparation and data clean up process. When using the report, keep the following in mind:

  • By default, R0536 displays position and compensation information projected for August 31. For merit preparation purposes, units should not change the report date.
  • Data is extracted based on supervisory organization.
  • R0536 looks only at merit-eligible job profiles. Review Job Profiles Not Included in the Merit Process and the FY23 merit authorization letter for details on merit eligibility.
  • If a worker has positions (unique position numbers) in different supervisory organizations, R0536 only displays positions belonging to your supervisory organization. Units with faculty who hold joint appointments must work with the jointly-appointed unit to agree upon a single merit percentage (0% or 3.25%).
  • ‘End Employment Date’ is displayed only if it exists in Workday
  • Compensation information is displayed in full-time monthly rates
  • ‘General Salary Plan Actual End Date’ and ‘Practice Plan Actual End Date’ are displayed only if they exist in Workday
  • ‘Date of Last Base Pay Change’ is the date of the most recent transaction in Workday that may have changed UW base pay. NOTE: Compensation change actions in Workday may or may not result in a change in actual compensation (e.g., Extend Compensation End Date). Units should review the employee’s Workday record to understand whether an actual change in compensation occurred that could serve as a basis for precluding the individual from merit.

Restricted Entry Periods

To support an accurate merit load, select Workday transactions need to be restricted for merit-eligible academic personnel and professional staff job profiles. Other job profiles, including those listed in Job Profiles Not Included in the Merit Process, are not restricted.

There are two restricted entry periods: June 1-July 31 and August 1-September 15. Review the tables below for details on which transactions are restricted during each period.

NOTE: Termination, Costing Allocation, One Time Payment, and Period Activity Pay transactions as well as transactions utilizing UW Hires are not restricted at any point during merit preparation. Terminations should be processed in Workday in a timely manner.

Restricted Entry Period 1:   June 1-July 31   (jump to Restricted Entry Period 2)

Process Transaction Type Restriction Details
Request Compensation Change Base Pay Change-Prostaff & Academic Personnel Restricted if effective on/after 9/1
Request Compensation Change Base Pay Change-Ingrade Adjustments/Retention Restricted if effective on/after 9/1
Request Compensation Change Allowance Change-Practice Plan Restricted if effective on/after 9/1
Request Compensation Change Allowance Change-Non-Practice Plan (e.g., ADS, TPI) Restricted if effective on/after 9/1
Change Job Promotion (not utilizing UW Hires) Restricted if effective on/after 9/1
Change Job Lateral Move Restricted if effective on/after 9/1
Change Job Transfer Restricted if effective on/after 9/1
Change Job Demotion Restricted if effective on/after 9/1
Change Job Data Change FTE Change Restricted if effective on/after 9/1
Change Job Data Change Extend End Date/Reappointment Restricted if effective on/after 9/1
Change Job Data Change Location Change Restricted if effective on/after 9/1 and FTE or End Employment Date is changed
Change Job Data Change Work Shift Change Restricted if effective on/after 9/1 and FTE or End Employment Date is changed

Restricted Entry Period 2:   August 1 – September 15   (jump to Restricted Entry Period 1)

Process Transaction Type Restriction Details
Request Compensation Change Base Pay Change-Prostaff & Academic Personnel Restricted for all effective dates
Request Compensation Change Base Pay Change-Ingrade Adjustments/Retention Restricted for all effective dates
Request Compensation Change Allowance Change-Practice Plan Restricted for all effective dates
Request Compensation Change Allowance Change-Non-Practice Plan (e.g., ADS, TPI) Restricted if effective on/after 9/1
Change Job Promotion Restricted for all effective dates
Change Job Lateral Move Restricted for all effective dates
Change Job Transfer Restricted for all effective dates
Change Job Demotion Restricted for all effective dates
Change Job Data Change FTE Change Restricted if effective on/after 9/1
Change Job Data Change Extend End Date/Reappointment Restricted if effective on/after 9/1
Change Job Data Change Location Change Restricted if effective on/after 9/1 and FTE or End Employment Date is changed
Change Job Data Change Work Shift Change Restricted if effective on/after 9/1 and FTE or End Employment Date is changed

Merit File Submission Process

The following parameters are updated annually and may change from year to year to align with specific criteria set forth in the provost’s merit authorization letter.

In early August, OPB sends out official merit files on which units enter merit recommendations. As applicable, a unit will receive a separate merit file for each population authorized for merit in a given year.

The official merit file is a spreadsheet. To complete it, the unit will complete the following steps:

Step 1: Enter recommended merit percentage

  • Faculty merit percentages must be either 0% or 3.25%; no other values are permitted
  • Academic staff as defined in APS 40.1, who have been determined to be meritorious and are not otherwise precluded, may receive an increase between 0.5% and 10% provided the average across the unit’s academic staff population does not exceed 3.25%
  • Professional staff who have been determined to be meritorious and are not otherwise precluded may receive an increase between 0.5% and 10% provided the average across the unit’s professional staff population does not exceed 3.25%
  • Average merit awarded across the organization shall not exceed 3.25%
  • Post-merit full-time rates will be rounded up to the nearest dollar
  • For units who share a faculty member through a joint appointment, the primary appointing unit must have the concurrence of the secondary unit(s). Units should consider the following:
    • Where a joint appointment exists through one position, 100% of the merit increase will be applied to the primary appointing unit
    • In rare instances, where a joint appointment exists across two positions, the percent of merit increase must match (i.e., same percentage – 0% or 3.25% – to each position)

Step 2: Enter a Merit Reason Code

  • Choose the most applicable merit reason code from the drop-down menu in the merit reason code column
  • Review Merit Reason Codes for definitions and guidance
  • If requested, units must provide documentation to support their selection
  • If an employee has a retirement, resignation, or termination date effective prior to 9/1, but the Workday process has not been completed by July 31, include retirement/resignation/termination effective date in the Comment column on spreadsheet and confirm the transaction has been processed in Workday. Employees that are not terminated in Workday before September 1 are eligible for merit.

Step 3: Submit completed spreadsheets by August 17

  • Faculty and academic staff spreadsheets go to Margaret (Peg) Stuart at mjstuart@uw.edu
  • Professional staff spreadsheets go to Randy West at rfwest@uw.edu

Merit Reason Codes

Academic Personnel Merit Reason Codes & Definitions (jump to Professional Staff)

Merit Reason Code Academic Personnel Definition
Meritorious Reviewed for merit and found meritorious
Non-meritorious Reviewed for merit and performance was not found to be meritorious, OR
Failed to submit required materials for review
Precluded-Retention/In-Grade Adjustment Received a salary increase equal to or greater than 10% as a result of an approved retention which specified preclusion from merit on September 1, 2022
Precluded-New UW Hire Is within first year of appointment AND was given notice at the time of appointment of preclusion from merit
Precluded-Reappointment/Job Change Found to be meritorious, but:

  • Moved to a new academic appointing unit and was notified of preclusion at the time of appointment, OR
  • Transferred/moved to a new appointment within the same academic appointing unit with a new salary that reflects an increase equal to or greater than the minimum required merit increase, and was notified of preclusion at the time of appointment, OR
  • Was reappointed/renewed for employment with a new salary effective on or before September 1, 2022 that reflects an increase equal to or greater than the minimum required merit increase, and was notified of preclusion at the time of appointment. 
Ineligible-Retire/Resign/Nonrenew
  • Has a retirement or resignation date effective prior to September 1 and termination has been processed in Workday, OR
  • Notified of nonrenewal and will be terminated prior to September 1

Include retirement or resignation date in the Comment column on spreadsheet.

Professional Staff Merit Reason Codes & Definitions (jump to Academic Personnel)

Merit Reason Code Professional Staff Definition
Meritorious Reviewed for merit and found meritorious
Non-meritorious Reviewed for merit and performance was not found to be meritorious OR
Failed to submit required materials for review
Precluded-Retention/In-Grade Adjustment Received a salary increase as a result of an in-grade adjustment since March 31, 2022
Precluded-New UW Hire Was hired by the UW since March 31, 2022.
Precluded-Reappointment/Job Change Changed job or sup org since March 31, 2022, AND received salary adjustment since March 31, 2022
If employee changed jobs or supervisory orgs and did not receive a salary adjustment since March 31, 2022, they are eligible for a merit increase unless they were notified of preclusion.
Ineligible-Retire/Resign/Nonrenew
  • Has a retirement or resignation date effective prior to September 1  and termination has been process in Workday, OR
  • Will be terminated prior to September 1

Include retirement or resignation date in the Comment column on spreadsheet.

Ineligible-Staff Performance Evaluation not Completed A performance review has not been completed in the previous 12 months

Load & Validation of Data

Beginning September 12-14, units must confirm that approved merit increases have loaded as intended into Workday. To facilitate this confirmation, units should run the Merit Adjustment Validation R0537 report in Workday and check it against the approved official merit file(s). Note, this is not the same report (R0536) that was used for data clean-up. If the unit identifies any errors, they should follow the steps outlined in the Corrections & Changes section.

Merit Considerations for Annual or Shorter-Term Faculty

It is the responsibility of individual units to award meritorious faculty a merit increase in compliance with the Faculty Salary Policy. Meritorious faculty who received compensation at any point during 2021-22 academic year, but have not been reappointed, rehired, or are not in active pay status on September 1, 2022 are due the equivalent of a merit increase should they be reappointed, rehired, or returned to paid status at any point during the 2022-23 academic year.  A salary increase equivalent to the percent authorized for faculty merit must be factored into the new base salary upon rehire and the appointment letter should note the salary as inclusive of a merit increase.

This applies to all faculty as identified in the Faculty Code Section 21-31, including but not limited to those with part-time or full-time appointments in clinical, acting, affiliate, or visiting faculty ranks/titles, teaching associates,  lecturers, and artists in residence.

Annual or shorter-term faculty who have been processed for Fall 2022 reappointment should appear on the final merit spreadsheet, provided they are active or on summer hiatus. If a unit is unsure of their 2022-23 workforce/instructional needs and has not reappointed an existing annual or shorter-term faculty member, the unit should terminate the employee and rehire when they are ready to make an employment commitment. As noted above, units should factor the equivalent of a merit increase into the individual’s salary upon rehire. Units should not zero out compensation as a means of circumventing the termination process as that is against university policy and will result in serious data errors.

Corrections & Changes

A correction is in order when a merit recommendation was entered on the official merit file and approved by OAP or HR Comp, but did not load into Workday correctly. If a unit identifies such an error when validating merit increases loaded into Workday, they must submit a correction request as soon as possible and no later than September 14 to ensure the error is corrected in time for the September 26 pay date. Corrections are prioritized ahead of changes, as defined below.

A change is when a unit would like to revise the merit percentage or reason code they recommended after it has already been approved by OAP. Please be aware that there is no guarantee that review, approval, and loading of changes will be completed in time to appear on September 26 pay slips. As such, it is critical that units carefully consider recommendations they enter onto the official merit file before submitting them for institutional review. It is the provost’s expectation that there will be an extremely limited need for changes.

Submitting Corrections or Changes

Before submitting a correction or change, verify with your dean/chancellor/VP office unit administrator that the employee was listed on the official merit file and that the merit increase was approved by OAP or HR Comp. Corrections and changes are only available for those individuals who appeared on the official merit file.

If the individual was not on the approved merit file, no correction or change is in order; the unit will need to apply a merit increase through the rehire process. Keep in mind that some job profiles are not included in the merit process and that unpaid or terminated/non-renewed academic personnel are not eligible for merit until they move into paid status or are rehired. For more detail, please see Job Profiles Not Included in the Merit Process and Merit Considerations for Annual or Shorter-Term Faculty.

To submit a correction or change, create a UW Connect ticket by emailing your request to the Integrated Service Center (ISC) at ischelp@uw.edu with “MERIT CORRECTION” or “MERIT CHANGE” in the subject line as applicable.

UW Connect ticket must include the following information as applicable:

  • Employee Name
  • EID
  • Position Number
  • Full-time Monthly Salary Rate in effect as of August 31, 2022
  • Full-time Monthly Salary Rate to be effective September 1, 2022
  • Proposed merit percentage
  • Proposed merit reason code
  • A change in an OAP-approved or HR Comp-approved merit percentage or reason code must include a description of and rationale for the requested change, and an attestation that the dean/chancellor has approved the revision. Supporting documentation of dean/chancellor approval should be maintained in the department. If approved, OAP or HR Comp will work with the ISC to process the change.

Using Budget (BGT) Salary Module

Units will use the salary module in BGT to post ONLY salary merit increases to permanently budgeted positions between 12 pm (noon) on August 19 and 5 pm on September 1.

By August 12, all units and campuses will receive a report outlining the value of the authorized 3.25% merit increase for all permanently budgeted faculty, academic staff, and professional staff positions in eligible job codes on General and Designated Operating Funds (GOF/DOF) as of June 30, 2022.

There are separate merit allocations for faculty, academic staff, and professional staff. Merit allocations are not interchangeable between these groups, units must stay within the allocation of GOF and DOF funds, budget increases may not exceed the total allocation.

For units that have provisos budgets, the budgeted amount of a proviso cannot be increased; however, you are authorized to increase the budgeted lines up to the value listed on the merit allocation report to a regular GOF budget.

As indicated in the FY23 merit authorization letter, for units where central funding will be provided for permanently budgeted GOF/DOF position merit increases, merit funds cannot be used to ‘fund/top-up’ budgeted positions that are underfunded, due to recent in-grade adjustments or promotions, new hires, or on vacant lines. As a result, there may be circumstances in which certain administrative units do not fully exhaust the central funds provided. In those circumstances, remaining funds will be maintained centrally for other priority university investments. Units may only post merit increases to permanently budgeted positions where the employee is receiving a merit increase.

For Seattle academic units, UW Bothell, and UW Tacoma, it is recommended that, even though they fund their own salary increases, the salary module not be used to increase the value of vacant budgeted positions or to ‘fund/top‐up’ budgeted positions that are underfunded due to recent‐in‐grade adjustments, promotions, or new hires. However, this is a suggestion and increases to vacant positions and topping up of underfunded occupied positions will not be rejected, as long as the amount posted does not exceed the authorized 3.25% merit pool for permanently budgeted GOF/DOF positions.

Once the unit has completed and entered salary merit increases into the BGT salary module for budgeted lines, the unit must notify Judy Gustafson Golisch at 616-7441 or judygus@uw.edu. Upon notification, Judy will freeze access to the module for your unit. If you do not notify Judy access will be automatically frozen at the 5 pm deadline on September 1.

OPB will review each unit’s merit pool for budgeted position entries in detail to ensure compliance. If budgeted lines have been increased inappropriately, the value that has been entered on the budget line in the salary module may be reduced or zeroed out by OPB.

Contacts

For additional questions not addressed in this process guide, please contact the appropriate resource identified below and include “Merit Process Question” as the subject line of your email.

  • For general merit questions, your first point of contact should be your dean’s/VP office unit administrator.
  • For questions on how to cancel or rescind actions in Workday, email the Integrated Service Center at ischelp@uw.edu or call 206-543-8000 between 8 am and 5 pm, Monday through Friday.

If you have questions that cannot be resolved by your dean’s/VP office, the dean’s/VP office unit administrator should reach out to the contacts below, as appropriate:

  • Academic personnel merit process
    Email Margaret (Peg) Stuart at mjstuart@uw.edu
  • Professional staff in-grade and review processes
    Email your Assigned Compensation Consultant or uwhrcomp@uw.edu (for campus) or medcomp@uw.edu (for medical centers)
  • Professional staff merit process
    Email uwhrcomp@uw.edu (for campus) or medcomp@uw.edu (for medical centers)
  • Merit policy as established by President Cauce and Provost Richards
    Email Judy Gustafson Golisch at judygus@uw.edu.

Job Profiles Not Included in the Merit Process

Academic Personnel Job Profiles Not Included in the Merit Process (jump to Professional Staff job profiles)

Academic Personnel Job Profiles Job Code
Academic Personnel in Hourly Job Profiles multiple
Affiliate Curator 10429
AFT-UWELF Job Profiles multiple
Chief Resident (E S RFPU-NW) 10329
Chief Resident Non-ACGME 10333
Chief Resident-Non-Bargaining 10325
Clinical Assistant 10367
Clinical Associate 10366
Clinician Researcher 23153
Clinician Researcher-Stipend 23154
Curator 10427
Emeritus and Retired Job Profiles multiple
Extension Lecturer-Full Time 10322
Extension Lecturer-Part Time 10321
Fellow 10444
Fellow ACGME (E S RFPU-NW) 10439
Fellow ACGME-Non-Bargaining 10327
Fellow Non-ACGME (E S) 21889
Fellow Non-ACGME Stipend (E) 21890
Fogarty Fellow – Stipend 10472
Interim Postdoctoral Scholar (E S UAW Postdoc) 21643
Librarian Job Profiles – All Ranks/Titles multiple
Postdoctoral Scholar – Paid Direct (E S UAW Postdoc) 21893
Postdoctoral Scholar (E S UAW Postdoc) 21641
Postdoctoral Scholar Conditional (E S UAW Postdoc) 21645
Postdoctoral Scholar Fellow (UAW Postdoc) 21642
Postdoctoral Scholar Fellow Conditional 21644
Resident – Non-Bargaining 10324
Resident (E S RFPU-NW) 10328
Resident Non-ACGME (E S) 10326
Resident/Fellow ADGME Stipend (E RFPU-NW) 21891
ROTC Assistant Professor without Tenure 10128
ROTC Associate Professor without Tenure 10127
ROTC Professor without Tenure 10126
Unpaid Academic 21184
Visiting Fellow – Stipend 10441
Visiting International Professional Scholar (VIPS) 10436
Visiting Scientist 10437

Professional Staff Job Profiles Not Included in the Merit Process (jump to Academic Personnel job profiles)

Professional Staff Job Profiles Job Code
Director of Athletics PS Contract (E S) 11120
Doctoral Psychology Intern 21102
Doctoral Psychology Intern-SOM 21222
ICA Contract Employee Job Profiles multiple
IHME SEIU 925 Contract Employee Job Profiles multiple
International Asst To-OT Ex (E S X) 11805
International Computing-OT Ex (E S X) 11803
International Computing-OT Ex 11-14 (E S X) 11813
International Continuing Ed-OT Ex (E S X) 11800
International Continuing Ed-OTX 11-14 (E S X) 11810
International Hr-OT Ex (E S X) 11806
International Prog Operations-OTX 11-14 (E S X) 11812
International Program Operations-OT Ex (E S X) 11802
International Public Info-OT Ex (E S X) 11804
International Research-OT Ex (E S X) 11801
International Research-OTX 11-14 (E S X) 11811
OT Covered/Salary Basis (NE S X) 19001
Print Plan Employee Job Profiles multiple
Professional Staff in Hourly Job Profiles multiple
Professional Staff in UW Libraries multiple
Professional Staff-Contract (E S X) 11700
Professional Staff-Contract P2 (E S X) 11763
Professional Staff-Contract P3 (E S X) 11764
Project Appointment-O/T Eligible 11-14 (NE S X) 19652
Project Appointment-O/T Exempt 11-14 (E S X) 11655
Project Appointment-Overtime Covered (NE S X) 19650
Project Appointment-Overtime Elig (NE S X) 19407
Project Appointment-Overtime Exempt (E S X) 11650
Research Scientist/Engineer Assistant, 1, 2, 3 and 4 included in
the petition for representation in UAW4121 bargaining unit
multiple
SAG-AFTRA Contract Employee Job Profiles multiple