Updated Wage Schedule and Classification System
The WWU Student Employment Center, Human Resources, and the University Budget Office are pleased to announce a new wage schedule and classification system for student employment on Western’s campus. Based on the passage of Initiative 1433, which raised the minimum wage on January 1st, 2017, and implements annual increases going forward, a task force reviewed the current student employment wage schedule classifications and recommended adjustments in consideration of the initiative. The Vice Presidents recently approved the task force recommendations.
Student Employment classifications are changing from five levels with narrow pay increments to three levels with wider pay increments. This change allows supervisors more flexibility in determining wages within each classification. For the rare instance where a student needs to be paid outside the current wage schedule, a supervisor may request an exception. Wage schedule exceptions are considered on a case by case basis, and approval is required by both the supervisor and the Director/Department Head.
Classification and Wage Scale:
|
|
2017 |
|
|
|
Classification |
Min |
Max |
|
|
1 |
11.00 |
14.30 |
|
|
2 |
12.10 |
15.75 |
|
|
3 |
13.30 |
17.30 |
|
Under the new classification system, roles and level of supervision are more clearly defined.
- In general, newly hired students with little or no experience for a position will be hired in as classification 1. Also students in a job of little complexity will likely be in classification 1. Note that supervisors have the flexibility to provide raises as a student develops within the position, or provide advance to a higher classification as the complexity of the job increases.
- A student in classification 2 is a student whose job is of moderate complexity. At the classification 2 level, students may make limited independent decisions on their work load or work under general supervision. They may also help with training newer student employees.
- A student in classification 3 is a highly trained, seasoned employee with specialized skills. Classification 3 positions include lead positions, or students who perform a duty requiring unique skills. Classification 3 positions require work of a higher complexity or difficulty. Classification 3 positions may require student employees to make independent decisions on their work load and may supervise other student employees.
Here is a link to the updated job classifications and their individual descriptions:
http://www.finaid.wwu.edu/studentjobs/employers/resources/class_guide/index.php
In the upcoming weeks, students will automatically be switched over to the new classification system:
- Students who were in classifications 1 and 2 under the old system will all be moved to level 1.
- Students who were in a classification 3 position will be moved to classification 2.
- Students who were classification 4 or 5 under the old system will be moved to classification 3.
Please emphasize to your students that this classification change is not a demotion! Rather, it is a move into a new classification system. These students may retain their current wage. This realignment of classifications will provide students with a more progressive pay system.
We recognize that not every current student employee will fit exactly into the new system in terms of rate of pay or new classification. Some student employees may have a current wage rate that is below the minimum of their new classification. Some student employees may have a current wage that is above the new classification maximum wage. Wage rates will not automatically change to the new minimums or maximums. Departments have the flexibility to maintain or increase wage rates during this transition. We do not expect current student employee wage rates to decrease due to the new wage schedule implementation. This problem will ultimately resolve itself as students move to new jobs or graduate. Going forward, please think carefully about the job when you are hiring or considering a pay increase versus a promotion for a student employee. Use the job classification descriptions linked above to determine if your student employee should be moved from one classification to another, based on changes to their duties and level of responsibility.
State operating funds will be provided on a one-time basis to cover the estimated increase in undergraduate wage and benefit cost for FY17. The Budget Office will work with the divisional budget officers to arrange for this transaction. Additionally, the estimated State operating cost increases for fiscal years 18-20 will be submitted as an internal budget request by the Budget Office for this upcoming planning cycle. All costs associated with auxiliary and self-sustaining enterprises will need to plan accordingly
Please pass this information on to anyone you feel should have it.
For additional details and a Q&A page, see our website at:
http://www.finaid.wwu.edu/studentjobs/employers/index.php
Many thanks to the task force participants:
Clara Capron, Assistant Vice President, Enrollment and Student Services
Chyerl Wolfe-Lee, Assistant Vice President, Human Resources,
Sarah Crawford, Assistant Director, Payroll & Information Services
Debby Cwalina, Classification/Compensation Manager, Human Resources
Jim DeWilde, Associate Director, Financial Aid Department
Kirk England, Assistant Director, Budget Office
Barbara Luton, Financial Aid Manager, Student Employment Center