Further, sign-on bonuses to induce the recruit to join are very common from the undergraduate hire through the executive level. The University is limited in its ability to provide these pay elements. This economic factor, along with limited commuting options, creates additional barriers to recruiting candidates from outside the immediate Seattle area. The University environment offers many non-cash benefits beyond direct pay. However, the University must offer cash compensation levels that are competitive in the markets within which it recruits if it is to hire and retain the professional staff needed to support the operation and mission of the University .
All market data is factored to the same point in time.
Effective date for the current year survey is March 1, 2000. Based on overall weighted averages by job group, the UW pay levels generally fall below the competitive targeted pay position, ranging from 6.1 percent to 30.7 percent behind the market average. The following table shows for each job group the number of surveyed benchmark jobs, incumbents in the benchmarks, and the University s difference from the market target weighted average. The University is currently studying the salary survey results to identify strategies to improve our overall market position. Salary rates in the market continue to move upward.