Develop the Process for Community Compensation

Determine Your Workgroup’s Class

There are currently 5 different classes of Workgroup in WA state. Determine what Class your workgroup falls under to ensure compliance with all compensation and reimbursement rules.

Per SB 5793, Class One Workgroup Members with either lived experience or who qualify as low-income may be compensated for their time and unique expertise. Other types of workgroups (Classes Two through Five) also offer some forms of compensation or reimbursement, although they don’t necessarily guarantee compensation based on lived experience or low-income status.

You can find descriptions of each type of workgroup, and the basic laws governing each type, in RCWs 43.03.220 – 43.03.265 here.

Plan for Compensation

If any members of your workgroup are likely to be eligible community compensation, you will need to plan accordingly. 

  • Read the Community Compensation Guidelines for Washington state community compensation standards
  • Draft a budget estimate for compensation and make sure that your supervisor, director, or leadership is aware of the potential cost.
    • Ex: Multiply the number of hours per meeting by the number of meetings per year by the number of compensation eligible workgroup members.
  • Determine if you need to request supplemental funding to cover the cost, and if so, apply for funds using the Community Compensation Reporting & Request Form (Smartsheet).
  • Refer to the Office of Financial Management’s materials regarding vendor payments here: Vendor/Payee Direct Deposit – Office of Financial Management
  • If this is the first time someone in your workspace has ever managed community compensation, meet with your agency’s finance team and the appropriate leadership to ensure that you have a plan for tracking and issuing compensation. Again, refer to the Community Compensation Guidelines for more detailed guidance.