Develop and maintain this UW Salary Determination
Policy.
#2
Administer the Washington State Compensation Plan and the UW Salary Determination Policy.
#3
Develop salary administration procedures for the implementation of the UW Salary Determination
Policy and delegate authority for salary approval.
#4
Provide guidance on topics including, but not limited
to, compliance with established policy, adherence to sound
compensation practices, compensation consistency between
University units, and compliance with legal requirements.
#5
Review, and if appropriate approve, any requested deviations from the established salary
determination policy or procedures.
University appointing authorities will administer salaries
of classified non-union staff in accordance with this
policy.
The following definitions
from Chapter 357–01
WAC are included in this policy for reference.
Base Salary: The dollar amount of the
salary within the salary range to which the employee
is entitled, before any deductions, and exclusive of any additional compensation,
such as premiums.
Demotion: Movement of an employee
from a position in one class to a position in another
class that has a lower salary range maximum.
Premium: Pay added to an employee's
base salary on a contingent basis in recognition of
special requirements, conditions, or circumstances associated
with the job.
Promotion: The appointment to a class
with a higher salary range maximum that results in a
salary increase.
Reversion: Voluntary
or involuntary movement of an employee during the trial
service period resulting in placement in a position
or on the employer's internal layoff list in accordance
with WAC 357–19–115 and 357–19–117.
Special pay salary ranges: A
unique salary range assigned to a position or class
in accordance with WAC 357–28–025.
Transfer: An employee-initiated move
of that employee from a position to another position
within or between employers in the same class or a different
class with the same salary range maximum.
All base salaries must be set at a step within the range
for the classification. Human Resources may approve requests
to start an employee above the first step of the range
for reasons including, but not limited to, internal equity,
market conditions, or competencies and experience the
candidate brings to the position.
b.
Salary Setting Upon Promotion
When an employee promotes, the employee must receive
a minimum two step salary increase, but the new salary
may not be less than the bottom step of the new salary
range and it may not to exceed the top step of the new
range.
Salary increases of more than two steps upon promotion
require Human Resources' approval, and may be for reasons
including, but not limited to:
A significant increase in duties and responsibilities
that warrants greater compensation;
Maintenance internal salary alignment and
equity;
Retention of the employee; or,
Market conditions, or other documented
business needs.
c.
Salary Setting Upon Transfer
When an employee transfers to another position, the
employee's base salary does not change. Human Resources
may approve exceptions to this provision for the same
reasons exceptions may be made when salary is established
upon promotion.
d.
Salary Setting Upon Appointment to
a Position with a Lower Salary Maximum
When an employee accepts a demotion in lieu of layoff
or when the employee's position is reallocated downward,
the base pay is established as follows:
#1
If possible, the employee's salary will be placed at
a step in the new range that pays the same monthly amount
as the employee's previous base salary.
#2
If the range maximum of the new position is lower than
the employee's previous base salary, the new base salary
is set equal to the new range maximum.
#3
Upon the appointing authority's or designee's request,
Human Resources may approve setting a base salary that
is above the maximum of the new range but not higher
than the employee's previous salary. When such an exceptional
salary rate is approved, the employee is not eligible
to receive legislatively approved or other salary increases
until the employee either vacates the position or the
maximum step of the salary range for the position exceeds
the exception salary amount, whichever occurs first.
When an employee demotes for reasons other
than accepting a demotion in lieu of layoff, or accepting
a demotion when a position is reallocated, the base pay
will be set as follows:
#1
If an employee accepts a position through an open recruitment
in a class that has a lower salary range maximum than his
or her current range, the new salary will be set at a step
within the range of the classification of the position.
Upon the hiring manager's request, Human Resources may
approve a starting salary above the first step of the range
for reasons including, but not limited to, internal equity,
market conditions, or skills and experience the candidate
brings to the position.
#2
Base salary on demotion that occurs for reasons other
than those described in item #1 above will be established
by Human Resources on a case by case basis.
e.
Salary Setting Upon Reversion, Following
Voluntary Demotion
When an employee reverts to his or her previous classification
after accepting a voluntary demotion, the salary following
reversion will be set as described above in Section
5.a.
However, the salary will generally not exceed the rate
the employee received before the voluntary demotion.
f.
Recruitment and Retention Salary Premiums
Human Resources may approve requests for base salary
premiums, and recruitment and retention adjustments to
advance departments' recruitment/retention efforts. Such
premiums will be made in a manner that complies with
WAC 357–28–095 and 357–28–100. The Compensation Office
will establish and publish procedures for departments
to follow in requesting such adjustments.
The University may request approval of
special pay salary ranges and/or compensation practices
from the Washington State Department of Personnel for reasons
including, but not limited to:
Operational necessity based on recruiting and retention
needs;
Market competitiveness; or
Internal equity with negotiated labor contracts.
Special pay compensation programs may have
unique pay practices. If there is a deviation from the
standard pay practices described in this policy or in Title 357
WAC, those practices will be documented and available
for review through the Human Resources' Compensation Office.
