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CWUP 2-30-230 Classified Employee Salary Determination

(1) Salary Determination

Central Washington University is committed to maintaining a fair and equitable classified staff compensation program within the parameters established under WAC 357, the Washington State Compensation Plan, the financial resources of the university, sound fiscal practice, and applicable federal and state laws regarding employee compensation.

(2) Definitions

(A) Base Salary:  The dollar amount of the salary within the salary range to which the employee is entitled, before any deduction, and exclusive of additional compensation of any kind.

(B) Periodic Increment Date (PID):  The date upon which an employee is scheduled to move to a higher salary step within the salary range for the current class.

(C) Premium Pay:  Pay added to an employee’s base salary on a contingent basis in recognition of special requirements, conditions, or circumstances associated with the job.

(3) Setting Base Salary

(A) New Employees

1. The university shall assign a base salary for initial appointments within the appropriate range of the Washington State Salary Schedule. Ordinarily, the initial salary shall be at the entry level of the salary range for the assigned classification. Entry base salary for employees transferring from another state agency or institution without a break in service will be established as referenced in this policy.

2. An appointing authority may authorize an initial starting base salary above the entry level of the assigned salary range, not to exceed the top step of the range, under circumstances such as:        

a. Documented recruitment/retention problems when such problems are related to noncompetitive salary levels or a history of failed searches for the classification.

b. The candidate possesses applicable experience and/or education and/or training which is uniquely relevant to the specific position being filled and significantly enhances the candidate’s ability to fulfill the full responsibilities of the job.

c. The candidate is a former permanent state employee and is being hired in the same, or substantially similar, position within one year of leaving.

d. The candidate is currently employed in the same, or substantially similar, position with another general government agency or institution of higher education.

(B) Current Classified State Employees - The base salary of a classified employee may be changed by any of the following:

1. Periodic Increment Date (PID): (WAC 357-28-050) Typically, an employee shall receive a two (2) step increase to the base salary on the PID (WAC  357-28-056) until the employee reaches the top step of the salary range. The timing and amount of increment increases for an employee may be adjusted (WAC 357-28-070) within the salary range with appropriate justification and documented approval by the appointing authority and human resources, provided that the employee minimally receives a two (2) step increase annually until the salary reaches the top step of the salary range.

2. Promotion: (WAC 37-28-110) The base salary of an employee promoted or reclassified to a position with a higher salary range shall be set at either the starting step of the new range or the step which provides a minimum of a two (2) step increase, whichever is higher. The department head may grant an increase of greater than two (2) steps with appropriate justification and documented approvals by the appointing authority. The base salary may not be set above the top step of the salary range for the assigned classification.

3. Transfer/Reassignment: (WAC 357-28-140) The base salary of an employee who transfers, or is reassigned to another position in the same classification or to a different classification at the same salary range, shall retain the same base salary as in the position held prior to the transfer/reassignment, not to exceed the top step of the new salary range.

4. Demotion: (WAC 357-28-155) The base salary of an employee who voluntarily demotes to another position with a lower salary range maximum shall be set within the new range at a salary equal to their previous base salary. If the previous base salary exceeds the new range, the employee’s base salary will be set at the top step of the new range.

a. The base salary of an employee who is demoted for disciplinary reasons shall be set in the new salary range at the discretion of the appointing authority, not to exceed the top step of the new salary range.

5. Trial Service Reversion: (WAC 357-28-110):  The base salary of an employee who voluntarily or involuntarily reverts during a trial service period shall be set as follows:

a. If, following a promotion or transfer, the employee is reverted from trial service to a class with the same salary range maximum as the class in which the employee last held permanent status, the base salary of the employee will be set at the step the employee would be if the employee had not left the position.  If the employee is reverted to a position with a lower salary range maximum than the salary range maximum as the class in which the employee last held permanent status, the base salary shall be set at the step in the new range which is closest to the salary held prior to trial service reversion, not to exceed the top step of the new salary range. 

b. If, following a voluntary demotion, the employee is reverted from trial service to a class with the same salary range maximum as the class from which the employee is reverting; the employee will retain their current base salary.  If the employee is reverted to a position with a lower salary range maximum than the class from which the employee is reverting, the base salary shall be set at the step in the new range which is closest to the current salary, not to exceed the top step of the new salary range.

6. Reallocation: (WAC 357-28-115): The base salary of an employee reallocated to a position with a higher salary range shall be set within the new salary range and step as would be assigned in a promotion.

a. The base salary of an employee reallocated to a position with the same or lower salary range maximum (WAC 357-28-120) shall be set in the new range at a salary equal to his or her previous base salary.

b. If the previous base salary exceeds the new range, the employee’s base salary will be set at the top step of the new range.

7. Layoff: (WAC 357-28-135) The base salary of a current university employee who accepts a layoff option or is appointed from a layoff list, or an employee appointed from the statewide layoff list, to a different position with the same salary range as the position from which the employee was laid off shall be set in the new salary range at a salary equal to the employee’s previous base salary.

a. The base salary of a current university employee who accepts a demotion in lieu of layoff, or accepts a layoff option or is appointed from a layoff list, to a position with a lower salary range maximum shall be set within the new salary range at a salary equal to their previous base salary. If the previous base salary exceeds the new range, the employee’s base salary shall be set at the top step of the new range.

b. The base salary for an employee appointed from a statewide layoff list to a position with a lower salary range maximum from which the employee was laid off shall be set in the same manner as a current university employee.

8. Temporary Promotions (WAC 357-19-142): The base salary of an employee temporarily assigned the full scope of duties and responsibilities of a higher level classification for more than thirty (30) calendar days shall be set at either the starting step of the range of the higher level classification or the step which provides a minimum of a two-step increase, whichever is higher, not to exceed the top step of the salary range for the assigned classification. Temporary salary adjustments under this section do not include time-limited planned training assignments outside an employee’s current job class for the purpose of career development.

(4) Recruitment and Retention (WAC 357-28-095)

(A) Subject to approval of the appropriate vice president (or the president for those in the president’s division) and human resources, an appointing authority may authorize premium pay up to fifteen percent (15%) of base pay to support the recruitment of a candidate or retention of an incumbent in a specific position. Premium pay is not part of the employee’s base salary and may be used only as long as the circumstances it is based on are in effect. 

(B) Upon approval of the appropriate vice president (or the president for those in the president’s division), human resources, and the director of the department of personnel, an appointing authority may authorize premium pay exceeding fifteen percent (15%) (WAC 37-28-095) for a specific position and additional pay to support the recruitment and/or retention of like positions at a specific work location. Any additional pay granted is not considered part of base salary and may be used only as long as the circumstances it is based on are in effect.

(5) Exceptions: In range and above range salary adjustments to base pay beyond that stated in this policy may be granted in accordance with the applicable WAC and established university procedures, when it is in the best interest of the university to grant an exception.

CWUR 1-70-160 Salary Determination Procedure

 [PAC: 3/16/05 DOP: 08/29/05; Responsibility: President’s Office; Authority: Cabinet/UPAC; Reviewed/Endorsed by: Cabinet/UPAC; Review/Effective Date: 04/17/2013; Approved by: James L. Gaudino, President]

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