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Resources and Reports

CWUR 1-70-160 Salary Determination

Applies to – All non-represented classified employees. To the extent that this procedure addresses the terms not covered under collective bargaining agreements for represented employees, the terms of this procedure shall prevail.

Administrative Responsibility

The President’s Cabinet shall:
Render decisions on matters for which authority has not been otherwise delegated.


President, vice presidents, and division and department heads shall:
Plan and administer salaries of personnel under their supervision within approved budgets and in accordance with this and other university procedures.
Ensure that all exceptions to this procedure are approved through appropriate channels.
Consult with human resources regarding this and other university procedures.

Human Resources shall:
Develop and recommend the salary determination policy and procedure.
Administer this procedure in accordance with the WAC and the policy.
Maintain records required to facilitate salary administration and to comply with state and federal laws and regulations.
Review personnel action notices for compliance with policy and legal standards, and adherence to sound compensation practices.
Provide interpretation and consultation regarding this procedure and the policy
Provide recommendations to the appropriate appointing authority regarding exceptions to this procedure.

Process

Above Base Hire and Greater than Two-step Promotional Increase:
Typically, civil service positions are offered to the selected applicant at step A of the applicable class or, if offered to a current employee for whom the position would be a promotion, at two-steps above their current step. However, it may be appropriate to offer a higher starting salary. Requests and the accompanying rationale for a higher starting salary from human resources shall be processed using the PeopleAdmin on-line recruiting system.

Reallocation – Greater than a Two-step Increase:
Rationales for a greater than a two-step increase following reallocation to a class with a higher pay range shall be requested of human resources via a letter from the supervisor, through the department head, to the appointing authority.

Premium Pay:
Premium pay may be paid at the same time as the employee’s base salary for a period not exceed twelve (12) months or may be paid on a lump sum basis.

The appointing authority, in consultation with human resources, must establish the conditions under which the lump sum payment will be authorized. A letter of agreement between the employee and the university must be signed by the appointing authority and the employee and submitted to human resources in advance of authorizing any lump sum payment for recruitment or retention. Any lump sum payment for recruitment or retention shall only be made after services have been rendered in accordance with the agreement.


[Responsibility: President’s Division/Human Resources; Authority: WAC 357-28, Salary Determination CWUP 2-30-230; Reviewed/Endorsed by: PAC (3/16/2005); Review/Effective Date: 07/01/2005; 05/01/2008; 03/30/2012; Approved by: Sherer M. Holter, Chief of Staff]