What is an in-range progression (IRP)?

An IRP is an increase within the current classification salary range.

How is an in-range progression different from a reclassification?

An IRP is based on significant changes in duties and responsibilities, which do not warrant a classification change. Some bargaining units also allow for IRP based upon exceptional performance or equity issues. (Please refer to appropriate collective bargaining agreement for specific provisions.)

How frequently can an In-Range Progression Request be submitted for an individual's position?

An In-Range Progression can be requested twelve months following a prior IRP request.

What is position classification?

Classification groups jobs of a common nature with similar duties and responsibilities and assigns them an appropriate pay range.  Position classification also:

• Places jobs into the appropriate job family and collective bargaining unit;
• Ensures proper compensation; and
• Defines performance expectations.
  
  

How does an employee find out their current classification?

The position description provided to an employee by their manager upon their hire or significant change in responsibilities will indicate the classification.

The CSUN organizational charts also indicate classification.  These are viewable by going to: http://www-admn.csun.edu/org publisher.

What is the difference between a reclassification and an in-class progression?

A reclassification is when a position's classification changes. Each classification has a specific four digit classification code. If that code changes, it is considered a reclassification. For example: If an Administrative Support Assistant position (class code 1032) changes to an Administrative Support Coordinator (class code 1035), this is a reclassification. 

An in-class progression is when the classification stays the same, but the skill level or range changes. In this case, the four digit class code remains the same. For Example: If an Administrative Support Assistant salary range 1 (class code 1032), changes to an Administrative Support Assistant salary range 2 (class code 1032), this is an in-class progression.

What does a position description have to do with the position classification process?

An employee’s position description, which describes current job duties and responsibilities, is the foundation of the classification process. It is the main tool used to determine the appropriate classification.

When should I submit a position description for review?

When 50% or more of the duties and responsibilities have changed.

How often can a position description be reviewed?

A position can be reviewed twelve months following the prior review.

How is a position description updated?

The appropriate non-bargaining unit manager (MPP) in your department is responsible for final assignment of duties of all positions.  An incumbent may be asked for input for updating a current position. 

Where can an employee get a copy of their own job description?

Employees wishing to review their position description (PD) should first request the description from their manager. Managers should have a copy of the PD on file; if necessary, they may send a request via email to lynn.marks@csun.edu.  Human Resources will respond within five (5) business days. 

Where is the blank Position Description form located?

http://www-admn.csun.edu/hrs/forms/positdesc.dot for regular staff;
http://www-admn.csun.edu/hrs/forms/MPP_Plan.dot for MPP staff.

If the nature of an employee's work remains the same, but the volume increases, is this cause for review?

Changes in quantity of work (volume) are not considered in a classification review. For example: A position is responsible for answering approximately 50 phone calls a day, and opening and distributing 100 pieces of mail a day. After a year, the incumbent is responsible for answering 100 phone calls and opening and distributing 200 pieces of mail. Although the quantity has increased, the actual duties have not changed, and a review is unnecessary.

What factors are, and are not, included in determining the appropriate classification?

Factors that are included:

• Nature of duties and responsibilities;
• Scope, level, and complexity of duties and responsibilities;
• Relationship of the position to other positions in the department and within the university;
• Supervision, both given and received;
• Exercise of independent judgment; and
• Autonomy and authority related to decision-making and accountability.

  Factors that are not included:

• Quality of performance (performance evaluation rating);
• Quantity of work (volume);
• Status of the incumbent;
• Information relative to the employee’s length of service;
• Time spent at the maximum of the position’s salary range;
• Skills/education not related to the job or minimum qualifications; and
• Employee’s salary placement within the salary range.

Remember: the Position, not the incumbent, is being reviewed.

How is a Classification Review Request submitted?

The appropriate manager submits a completed position description (with appropriate signatures) and a memo requesting a review to Human Resources.  (Please refer to appropriate collective bargaining agreement for specific provisions.)

How long does it take to complete a Classification Review?

Although Human Resources has a window of 180 days of receipt of the request to complete a classification review, this process often happens within 90 days.

How are the effective dates of reclassifications and in-range progressions determined?

The effective date for a reclassification or in-range progression is the first day of the pay period following the date the request was received in the Human Resources office. For Example: If a request is received by Human Resources on January 18, 2007 the effective date would be January 31, 2007, the first day of the pay period for February 2007.

How can I appeal the initial classification review decision?  Who will conduct the appeal review?

An employee may appeal the decision within 30 days of receipt of the decision. A different Human Resources manager will conduct the appeal review.  The appeal decision is final.

Do I need to conduct my own salary study when requesting an In-Range Progression?

No, Human Resources will conduct a salary study, and reviews that information with the appropriate administrator. It is unnecessary for you to conduct your own review.

If a position is reclassified, how is the amount of salary increase determined?

The minimum salary increase is typically either 5% or the minimum of the new salary range, whichever is higher. (Please refer to appropriate collective bargaining agreement for specific provisions.)

Where can I find the salary range for a classification?

Please click on the following link for the CSU Salary
Schedule: http://www.calstate.edu/HRAdm/SalarySchedule/salary.aspx.
Under “Select Salary Schedule by Issue Date,” select the first link. Select the appropriate bargaining unit to find the classification and the salary range.

What is minimum wage?

California Minimum Wage is currently $8.00/hour. 

How is pay calculated for non-exempt staff who travel to conferences or training programs?

If nonexempt employees are required to travel, any travel time beyond their normal commute, and any hours spent at meetings/conferences are considered time worked and are counted as hours worked in a work week.  (Please refer to appropriate collective bargaining agreement for specific provisions.)

I am a new manager. How do I learn about the compensation/classification procedures available for my employees?

First, review the Program Guidelines listed under the Classification and Compensation section on our website at: http://www-admn.csun.edu/ohrs/compemp/index.htm.

For further information, please contact the Manager, Classification & Compensation at x2290.