News

As part of the implementation of Executive Order 59 (EO59), a new Temporary Pay Supplement (TPS) allowance plan recently replaced several Period Activity Pay options when compensating academic personnel for temporary work beyond their regular duties.

As we transition to the new compensation process, please ensure you use the TPP-Temporary Pay Supplement earning code when assigning costing allocations for Temporary Pay Supplement allowance plans, not the TPS-Temporary Supplement earning code. The TPS-Temporary Supplement earning code should only be used for Period Activity Pay. The TPP-Temporary Pay Supplement earning code ensures the costing override on the Temporary Pay Supplement allowance is correctly applied.

Please take time t to confirm that the costing overrides for your Temporary Pay Supplement allowance plans use the correct TPP earning code and make any necessary corrections in Workday. Run the “All Workers Costing Allocations – With Prompts” report and use the Earnings column to filter the report by TPS-Temporary Supplement and/or TPP-Temporary Pay Supplement. If you have a costing override for Temporary Pay Supplement allowance plans using the incorrect TPS earning, initiate a Payroll Accounting Adjustment (PAA) to ensure the payment has the correct TPP costing and work tags. For step-by-step guidance, refer to the Payroll Accounting Adjustment User Guide.

For more information about costing overrides, refer to the Assign Costing Allocations User Guide. For a complete overview of Temporary Pay Supplements and EO59, we encourage you to visit the Additional Compensation page.

The implementation of the enhanced reappointment process is underway. We anticipate that reporting updates will be completed and available to campus partners no later than November 8th. Please expect an announcement through your Dean’s and Chancellor’s offices in the coming days once the rollout is complete.

Reporting Changes

Key revisions include updates to R0555, titled “Appointments Eligible for Reappointment,” and the introduction of a new report, R0555.2, titled “Annual Clinical/Affiliate Appointments Eligible for Reappointment.” These changes will support reappointments and facilitate title changes for eligible affiliate and annually-appointed clinical faculty.

The most notable update is the opportunity to adjust the roster percentage via the reappointment process. Please note that any roster increases for academic titles requiring Hiring Plan approval must be secured via an amendment to the 2024-25 hiring plan before submitting these adjustments through the reappointment process. Additionally, changes to roster value may affect the Full-Time Equivalent (FTE) of the related position.

The Reappointments webpage has been updated to reflect these changes. It now includes new step-by-step instructions on how to utilize and navigate the revised R0555 and R0555.2 reporting tools. Further instructions on report delivery—specifying submission procedures and contacts—will be forthcoming.

We extend our gratitude to everyone who contributed input during the planning phase. Your participation is greatly appreciated.

Summary of Changes:

Updates to R0555: Appointments Eligible for Reappointment

• Inclusion Criteria Changes:
  • Excludes: Clinical Salaried Faculty, Clinical Non-Salaried Faculty, and Affiliate tracks.
  • Includes: Terminated workers with active academic appointments.
• New Data Collection Options:
  • New roster value (Note: Changes to roster value may affect the FTE of the related position)

New Report: R0555.2 Annual Clinical/Affiliate Appointments Eligible for Reappointment

• Included Population:
  • Reappointment-eligible appointments in the Clinical Salaried Faculty, Clinical Non-Salaried Faculty, and Affiliate tracks
  • Terminated workers with active academic appointments
• Includes Data Collection Options for:
  • Reappointment Decision
  • New title (including rank level and/or movements between the Clinical Salaried and Clinical Non-Salaried tracks
  • New roster value (Note: Changes to roster value may affect the FTE of the related position)
  • New monthly base rate for faculty receiving a rank level change
  • New practice plan allocation for faculty receiving a rank level change
  • New end employment date for Clinical Non-Salaried and Affiliate faculty in paid status as of June 15
  • New FTE for Clinical Non-Salaried and Affiliate faculty in paid status as of June 15

The general changes include more specific detailing of valid reappointment terms and the inclusion of details regarding reappointment-eligible positions.

We appreciate your commitment to ensuring a smooth transition to this enhanced reappointment process. Your collaboration is essential for successfully implementing these changes and supporting our faculty. If you have any questions or need further assistance, please do not hesitate to reach out. Thank you for your continued dedication to our academic community.

The Office of Academic Personnel (OAP) is undergoing significant changes following an organizational assessment that began in spring 2024. This review identified key opportunities to better align OAP’s services with the evolving needs of faculty and unit administrators, enhancing overall support and efficiency.

A major aspect of these changes is a deeper integration with UW Human Resources (UWHR), which will now oversee faculty employee relations, disciplinary processes, HR data and reporting, and transactional support. These transitions are aimed at improving response times and service levels for administrators while allowing OAP to focus on more strategic, consultative areas of support. For unit administrators, this means quicker access to HR support and more streamlined processes for managing faculty personnel matters. Importantly, OAP will continue to manage the promotion and tenure process, ensuring continuity in this critical area.

In addition, OAP will be reorganized into three core pillars: Faculty Recruitment and Retention, Faculty Equity and Inclusion, and Faculty Development. These pillars are designed to focus on key priorities—attracting and retaining top faculty, fostering a diverse and inclusive academic environment, and supporting faculty development, mentorship, and success across all stages of their careers.

These changes are intended to create a more collaborative environment and strengthen relationships with stakeholders. Our commitment to increasing partnership with UWHR reflects a shared goal to provide more streamlined and comprehensive support to both faculty and administrators.
As the process of transitioning services to UWHR and reorganizing OAP progresses, more information will be shared regularly. Your feedback and engagement will continue to be invaluable throughout this transition. For any questions or further information, please contact acadpers@uw.edu.