Compensation

 A classified employee or their manager may request to have their position reviewed for possible change in job classification when the current job specification no longer matches the position's assigned duties and responsibilities.

Please review process information for Classified Position Reviews.

Action Required

Department must submit the completed forms below to UWT HR for campus review:

1. UWT Compensation Change Form
2. Classified Position Review Questionnaire

 This program gives supervisors the opportunity to recognize and reward contract classified staff whose pay tables reflect CEGP steps and who:

• Have been at the last automatic step in their pay range for a minimum of one (1) year.  Employees are eligible for the subsequent Career Enhancement/Growth step beginning one (1) year after receiving the previous step.
• Whose development of skills, increased productivity, or permanent assumption of higher-level duties have resulted in service enhancements or efficiencies exceeding those normally expected of someone in the employee's classification (but which do not otherwise qualify the employee's position for reclassification).

Action Required

Department must submit the completed forms below to UW Tacoma HR for campus review:

1. UWT Compensation Change Form
2. Classified Staff Career Enhancement Growth Program Form 

 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.

Action Required

Department must submit the completed forms below to UWT HR for campus review:

1. UWT Compensation Change Form
2. Classified Salary Adjustment Recruitment and Retention Form (R&R) 

 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 with the provisions of the applicable civil service rules or labor contract.

Review Campus Guidelines for Temporary Compensation for Staff

Action Required

Department must submit the completed form below to UWT HR for campus review:

 University of Washington Tacoma professional staff positions may be reviewed for correct title, salary amount and salary grade for various reasons, including significant changes in supervisory, financial and policy development responsibilities and/or level of judgement, knowledge and skill required or complexity of duties and responsibilities, as specified in the Professional Staff Program.

This review process also applies to a monthly-paid classified or academic employee where the unit’s administration believes the position meets one or more of the criteria for the professional staff exemption.

The department/division must cover the full cost of any salary adjustment and will need to indicate how this expense will be covered by their budget prior to campus approval.

UW Tacoma Professional Staff who have received any salary increase, including an increase related to a position review, within 6 months prior to the merit increase effective date may NOT be eligible for a merit increase.

It is the responsibility of the staff employee’s dean or director to consult with UWT HR regarding any position review. Supervisors or dean/directors should contact UWT HR before assigning higher-level duties outside of an employee's current job description to discuss and plan for a position review or other processes as appropriate. UWT HR will review the data and provide recommendations. Departments must obtain written approval from both UWT HR and UWHR as appropriate, prior to committing to or communicating any salary increase to staff employees. Caution must be exercised in preliminary conversations with staff regarding potential salary increases. Inappropriate communication regarding salary increases (i.e. promise of increase or suggestion of promise made to an employee prior to approval) can create unfounded expectations and bind the university beyond the delegated authority of a supervisor or dean/director. Departments must also determine how their budget will cover any salary increase requested.

• If proposing a position for a Research Consultant or Research Coordinator, please complete the Research Activities Form: Research Activities Form in addition to the PSPD.
• If proposing a position for a Research Scientist/Engineer, please complete the Professional Staff Research Scientist-Engineer Questionnaire instead of the PSPD.

Action Required

Department must submit the completed forms below to UWT HR for campus review:

1. UWT Compensation Change Form
2. UWHR Compensation Change Request
3. New Professional Staff Position Description Form (see also instructions for completing the form)
4. Professional Staff Position Review Employee Signature Form (required for current classified employees only)

 University of Washington Tacoma professional staff may be eligible to receive an in-grade salary increase when the current salary grade is appropriate, but a salary increase is desired for reasons such as change in level of duties and responsibilities, meritorious performance with increased level of functioning, or internal or external equity.

The department/division must cover the full cost of the temporary pay increase and will need to indicate how this expense will be covered by their budget prior to campus approval.

Action Required

Supervisors should review information for a Professional Staff In-grade Salary Adjustment and contact UWT HR if they are considering requesting an in-grade increase for retention of a critical position. Department must submit the completed forms below to UWT HR for campus review:

1. UWT Compensation Change Form
2. UWHR Compensation Change Request

Professional staff employees may be granted a temporary salary increase for temporary assignment of duties at the same level or higher.

The department/division must cover the full cost of the temporary pay increase. The temporary increase can be a minimum of 5% increase, but cannot exceed 15% increase. 

Review Campus Guidelines for Temporary Compensation for Staff

OVERTIME ELIGIBLE STAFF

For OT-eligible Professional Staff, a Temporary Salary Increase (TSI) can be used when the employee is taking on higher level duties, which often occurs when filling in for a higher level position during vacancy or leave of absence.

A TSI is NOT appropriate when the employee is taking on additional work consistent with or at the same level as the current classification, or for serving on department or campus committees.

OVERTIME EXEMPT STAFF

For OT-exempt Professional Staff, a Temporary Pay Increase (TPI) is utilized when the employee is taking on additional duties for ten working days or more, such as during an extended vacancy or a peer’s absence and an employee must cover for part of their peer’s responsibilities while retaining all their own accountabilities. Administrative Supplement (ADS) is used when the OT-exempt employee is taking on higher level administrative responsibilities. This may occur when filling in during a vacancy or a leave of absence.

A TPI or ADS is not generally appropriate for taking on special projects or additional, short-term duties consistent with regular responsibilities, for serving on department or campus committees, or for taking on unfamiliar stretch assignments related to an individual’s development.

Action Required

Department must submit the completed form below to UWT HR for campus review:

Generally, student employees at UW Tacoma are classified as UWT student assistants (job code 0888). Student assistants may perform a variety of support tasks. Student employees in this classification are subject to a minimum pay rate of $15.74 per hour.

Review additional information on student employment.

Some students are classified as Academic Student Employees (ASE), and are covered under a bargaining contract with AFL-CIO Local Union 4121. This includes students who perform duties such as tutoring, grading, research and teaching, and should be classified using appropriate class codes. Student employees in this classification are subject to a minimum pay rate of $18.69 per hour (effective 7/1/23). Graduate students covered by the ASE contract should be compensated based on the pay structures outlined by the Graduate School and the ASE contract.

Refer to the UW/UAW Local 4121 Contract for guidance on the appointment, compensation and employment of academic student employees.