UW Graduate School

Information About Salary Schedules and Administration

How to Read the Salary Tables

Salaries listed on the various salary schedules are at the 50% equivalent rate, since that is the most common appointment percentage. You will need to adjust the salaries to convert to an appointment at a different FTE.

Each job has its own job profile name within Workday, and the salary amount is determined in the compensation process with grade profile and step information. It is imperative that job profiles are chosen accurately from the start, and that the correct grade profile and step are chosen correctly in the compensation process. Grade profile and step determine salary rates for RA/TA/SA jobs. For predoctoral instructors/lecturers, salaries are manually entered.

There are three different “schedules” for each type of appointment: Schedule 1, Schedule 2 and Schedule 3. Each has different instructions and qualifications for use, as described on this page.

Complete salary tables

General Conditions of Appointments

  • Academic Student Employees (ASE) shall normally serve on a half-time basis (20 hours/week) during an academic quarter.
  • Minimum registration in order to hold an ASE appointment is 10 credits during the regular academic year and 2 credits during Summer Quarter unless an approved petition for reduced enrollment is on file with the Graduate School,

Schedule 1 Salary Rates

Schedule 1 salary rates apply to an Academic Student Employee (ASE) who meets all of the following conditions:

  • Is paid by the University through Workday;
  • Is registered for 10 credits during an academic year quarter or 2 credits during Summer Quarter, unless an approved petition for reduced enrollment is on file;
  • Holds an appointment of 50% FTE or more for at least a full 5 of the 6 pay periods during an academic year quarter or two consecutive pay periods or more during Summer Quarter.

An ASE meeting the above conditions also receives exemption from paying the operating fee portion of total state tuition and fees and qualifies for health insurance (GAIP) paid by the University.  For current tuition and fee information and fee explanations please refer to the Office of Planning and Budgeting website. For additional information on health insurance benefits, please refer to the Benefits & Work Life website.

Schedule 2 Salary Rates

Schedule 2 salary rates apply to an Academic Student Employee (ASE) who meets the following conditions:

  • Is appointed for less than 50% FTE in total graduate student appointments and/or is appointed for less than 5 of the 6 pay periods during an academic year quarter or less than 2 consecutive pay periods during Summer Quarter;
  • Is registered for 10 credits during an academic year quarter or 2 credits during Summer Quarter, unless an approved petition for reduced enrollment is on file.

Guidelines for Use of Schedule 2

While most ASE appointments meet the requirements for Schedule 1 salary rates, and therefore qualify for a resident operating fee tuition waiver and university paid health insurance benefits, there are a limited number of situations where appointments do not meet these conditions. These include appointments that are for less than 50% FTE and/or appointments for less than 5 of the 6 pay periods during any quarter during the academic year or less than two consecutive pay periods during Summer Quarter. This is considering ALL graduate student appointments in totality. In other words, a student who has a 25% TA and a 25% RA has a total of 50% FTE in eligible graduate student appointments. They would be appointed at Schedule 1 rather than Schedule 2 for BOTH jobs and will receive the requisite tuition waiver and GAIP insurance.

Schedule 2 salary rates should be used only in circumstances where a student doesn’t meet the FTE and/or time threshold in the totality of their appointments, and they therefore do not qualify for tuition waiver or GAIP coverage. Schedule 2 rates include a pro-rata share of the operating fee portion of current Tier 1 PhD tuition as partial salary compensation in order to provide the ASE with a comparable compensation package. Schedule 2 appointments do not qualify for university paid health insurance.

For current tuition and fee information and fee explanations please refer to the Office of Planning and Budgeting website. For additional information on health insurance benefits, please refer to the Benefits & Work Life website.

Schedule 3 Salary Rates

Schedule 3 salary rates apply to an Academic Student Employee (ASE) who meets all of the following conditions:

  • Is paid by the University through Workday on a sponsored project that does not allow tuition as a direct charge to the budget;
  • Is registered for 10 credits during an academic year quarter or 2 credits during Summer Quarter or has an approved petition for reduced enrollment on file with the Graduate School;
  • Is appointed for 50% FTE or more for at least 5 of the 6 pay periods during an academic year quarter or two consecutive pay periods or more during Summer Quarter.

Guidelines for Use of Schedule 3

Schedule 3 is to be used ONLY in situations where an outside funding agency will not allow tuition to be charged to a project budget AND the appointment is for at least 50% FTE for at least 5 of the 6 pay periods in a quarter.

The only difference between Schedule 1 and Schedule 3 appointments is the way in which resident operating fee coverage is provided to the appointee. As with Schedule 1 appointments, the non-resident differential, building fee and technology fee are automatically waived. The appointee also qualifies for the same GAIP coverage provided by Schedule 1 appointments.

Procedures for Processing Schedule 3 Appointments

Schedule 3 appointments provide a salary equivalent to Schedule 1 rates. They also provide additional compensation equivalent to the resident operating fee of the specific tuition tier rate charged to the appointee.

Hiring units using Schedule 3 must use the appropriate Schedule 3 step in the Workday compensation process. Schedule 3 jobs have TWO separate payments in Workday. The first is for the base salary and is done how you would normally do an RA job, with the exception that you choose one of the 3- steps in the compensation process.

You will pay the resident operating fee equivalent through Period Activity Pay attached to the Schedule 3 RA job. Once you’ve gone through the process to hire/add the RA job with the base salary, and it is approved at the ISC level, then you can add the Period Activity Pay portion. Choose Compensation>Manage Period Activity Pay Assignments from the action menu in Workday. Make sure you choose the correct job on which to add the Period Activity Pay!

Ont the Period Activity Pay matrix page, choose Period Acitivity>Grad Student>Add Quarterly Supplement as the reason. In the matrix, choose PA03-RA/TA Quarterly Supplement in the activity column. Enter the quarter appointment dates in the activity dates column (same as the quarter start/end dates of the job). Do not enter anything in the units column. In the compensation column, in the total amount box, enter the quarterly resident operating fee of the student’s tuition tier. Double check the payments column to make sure information aligns with what was entered elsewhere.

Appointments for less than 5 complete pay periods should never be paid via Schedule 3 appointments. They should instead be paid on Schedule 2.

In order to determine the correct resident operating fee amount to enter, hiring units should verify the appointee’s tuition tier. For verification, the appointee can provide a copy of their tuition statement showing the tier. Or someone in the hiring unit who has access to student accounts on SDB can look the student up and provide verification. Please note that appointees who are concurrently enrolled in more than one degree program will be charged tuition based on the higher of the tuition tiers (if they are different). Tuition tiers should be verified each quarter in case the appointee has added a concurrent degree or changed their degree program completely. Changes in tuition rates take effect each autumn quarter and adjustments in ongoing appointments will definitely need to be made at that point.

Once you have verified the correct tuition tier, look up tuition rates on the Office of Planning and Budgeting website. Look at the pdf for the resident tuition rates only, and then make sure you only take the resident operating fee amount into your calculations.

If the appointee has another ASE appointment that provides tuition coverage OR has tuition coverage from another source, you will need to take this into account when calculating how much extra compensation to pay beyond the base salary.

Please contact the Fellowships and Awards Office with any questions.

Summer Quarter Graduate Research Student Assistant (GRSA) Appointments

During summer quarter only, RAs may be appointed on an hourly basis through the GRSA (job code 10854) designation. A GRSA appointment requires that a student NOT enroll in any kind of classes/credits during the summer quarter as tuition and health insurance benefits do not apply.  Hourly pay rates are set according to the ASE contract. Specific policies apply to this appointment; more information can be found in the ASE contract.

Policy References

Residency Status

An academic student employee (ASE) is treated as a resident for state tuition purposes regardless of residency status during the quarter of his/her appointment if all of the following conditions are met:

  • Payment is made by the University through Workday;
  • ASE is registered for 10 credits in qualifying programs during an academic year quarter or 2 credits during Summer Quarter;
  • ASE holds an appointment of 50% FTE or more for at least 5 of the 6 pay periods during an academic year quarter or two consecutive pay periods or more during Summer Quarter.

Variable Rate Compensation Policy for Research Assistants

An academic student employee (ASE) employed as an RA is paid at the salary rate applicable to her/his home academic department, no matter where on campus s/he is employed as an RA.

Variable Rate Compensation Policy for Teaching Assistants

An academic student employee (ASE) employed as a TA is paid at the salary rate applicable to the department in which s/he is serving as a TA.

Work Study Assistantships

Work Study appointees are required to be compensated on an hourly basis.  Hourly rates are calculated using the Schedule 3 monthly rates which include tuition.  Work study appointees do not qualify for tuition exemption or University paid health insurance because they do not meet the minimum 50% FTE threshold.