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California State University, Long BeachCalifornia State University, Long Beach

ADMINISTRATIVE GUIDELINE

Compensation – Bargaining Unit Employees

Guideline Contents

  • Responsible University Officer:
    Associate Vice President, Human Resources Management
  • Guideline Contact:
    Director, Staff Human Resources

PURPOSE AND SCOPE

All staff employees, including current employees, new employees, emergency employees, and hourly intermittent employees are placed in a classification and/or skill level with a pre-established salary range based on the specific job duties of the position. The compensation rate for each individual is determined by the individual’s experience and education in relation to a number of factors including the position/classification requirements, internal and external equity, as well as budgetary considerations.

After the initial appointment, an employee may receive additional compensation by obtaining a new job through a recruitment or in the form of a reclassification or in-class-progression, temporary reassignment to a higher classification, training reassignments, In-Range Progression, or other types of permanent base increases negotiated as part of each collective bargaining agreement. The Salary Quartile Criteria described below will be utilized for all compensation actions.

GUIDELINE STATEMENT

Determining Compensation Rates

When setting the salary of each individual, it is important to remember that while the salary of the previous incumbent may serve as a budgetary placeholder, it is not the best guide for determining an appropriate salary for the individual moving into the position. This decision is based on an analysis of the individual’s specific experience and education in relation to the position requirements and other internal and external comparability considerations. Specifically, the following factors need to be considered in determining an appropriate rate of pay.

  • The salary range or skill level sub-range established for the position.
  • An assessment of the candidate’s knowledge, skills and abilities against the overall requirements for the position and classification and/or skill level.
  • An internal assessment of salaries of existing employees in comparable positions.
  • An analysis of applicable market data, if appropriate.

Salary Quartile Criteria

Salaries are commensurate with a candidate’s experience and education in relation to the salary range established for the position, as well as internal and external considerations. The section below describes how to determine where to place an individual within the prescribed salary range.

MINIMUM OF THE RANGE TO THE TOP OF THE FIRST QUARTILE:

Appointing Authorities are given the discretion to set salary rates in the first quartile. Placing salary rates within the first quartile of the salary range is appropriate when the candidate or employee is:

  • Qualified for the position by meeting the essential qualifications advertised for the position.
  • May still requires a training period to become fully proficient with the requirements of the position.
  • In addition to meeting the minimum qualifications of the position, incumbents will typically have completed up to 3 years of relevant experience in the same or very similar position that required similar skills, effort, scope of duties and responsibilities.
  • The previous position(s) must have been in the same type of industry or one where the majority of skills are transferable.

NOTE: Verification of degree, experience, and skill level are required. When recruiting, verification of the experience shall be confirmed in reference checks and confirmation of skill accomplishment shall be reviewed during the interview process. Staff Human Resources will verify the experience and education for all other compensation actions outside of the recruitment process. Verification of degree shall be confirmed by Staff Human Resources.

SECOND QUARTILE UP TO THE MIDPOINT:

The midpoint is considered to be the targeted pay level for employees who have full command of their job skills and who perform at a fully acceptable level. Placing salary rates within the second quartile of the salary range is appropriate when the candidate is:

  • Highly skilled candidates who need minimal training.
  • In addition to meeting the minimum qualifications of the position, incumbents will typically have completed 4 to 6 years of relevant experience in the same or very similar position that required similar skills, effort, scope of duties and responsibilities.
  • The previous position(s) must have been in the same type of industry or one where the majority of skills are transferable.
  • Setting a salary rate at this level requires:
    • The appropriate administrator (level 4) provides Staff Human Resources a written justification of the salary request prior to making the offer. This justification must include a statement of the selected candidate’s skill level and years of experience and any other appropriate information. When hiring a new employee, a salary history with pay stubs may need to be provided as part of the justification.
    • Staff Human Resources will review the salary request, conduct a salary study, and approve or deny the proposed salary rate. If the suggested salary is denied, Staff Human Resources will work with the appropriate administrator (level 4) to reach a satisfactory agreement on the appropriate salary offer.

NOTE: Verification of degree, experience, and skill level are required. When recruiting, verification of the experience shall be confirmed in reference checks and confirmation of skill accomplishment shall be reviewed during the interview process. Staff Human Resources will verify the experience and education for all other compensation actions outside of the recruitment process. Verification of degree shall be confirmed by Staff Human Resources.

ABOVE MID-POINT:

Hiring above the midpoint should be considered a rare situation and may be justified if the conditions exist:

  1. Highly qualified individuals with exceptional expertise may need to be hired over the specifically assigned sub-range mid-point.
  2. In addition to meeting the minimum qualifications of the position, incumbents will typically have completed 7 years or more of relevant experience in the same or very similar titled position that required similar skills, effort, scope of duties and responsibilities.
  3. The previous position(s) they held must have been in the same type of industry or one where the majority of skills are transferable.
  4. Placement at this location in a range must leave no doubt that they are able to offer more skills, effort and responsibility equal to or above those paid at the same rate in similar jobs in other departments or organizations.
  5. Setting the salary at this level requires:
    • The appropriate administrator (level 4) provides Staff Human Resources a written justification of the salary request prior to making an offer. This justification must include a statement of the selected candidate’s skill level and years of experience and any other appropriate information. When hiring a new employee, a salary history with pay stubs will need to be provided as part of the justification.
    • Staff Human Resources will conduct a review of the employee’s qualifications and a comparison of internal and external market salaries for similar positions and provide their recommendation and analysis to the Division Executive (level 2) who will make the final decision.

NOTE: Verification of degree, experience, and skill level are required. When recruiting, verification of the experience shall be confirmed in reference checks and confirmation of skill accomplishment shall be reviewed during the interview process. Staff Human Resources will verify the experience and education for all other compensation actions outside of the recruitment process. Verification of degree shall be confirmed by Staff Human Resources.

Salary Quartile Calculations

The salary range quartiles and mid points referred to for hiring ranges are calculated using the minimum and maximum rates for the classification’s salary range or for the skill level’s salary range for classifications with skill levels. Generally, the middle portion of each salary range is targeted to be within a competitive range of the salaries for comparable work:

  • Midpoint = (Minimum Salary Rate + Maximum Salary Rate)/2
  • Top of First Quartile = Minimum Salary Rate + Midpoint)/2
  • First Quartile = Minimum Salary Rate - Top of the First Quartile
  • Second Quartile = (Top of the First Quartile + 1) – Midpoint

Example: Administrative Support Assistant II: $30,060 (Minimum Rate) - $45,096 (Maximum Rate)

  • Midpoint = ($30,060 + $45,096)/2 = $37,578
  • First Quartile Point = ($30,060 + $37,578)/2 = $33,819
  • First Quartile = $30,060 to $33,819
  • Second Quartile = $33,820 to $37,578

Please contact Veronica.Galindo@csulb.edu at 562-985-8326 or Veronica.Galindo@csulb.edu if you have any questions.

FORMS

  • NA

ADDITIONAL CONTACTS

Subject Contact Phone Email
Primary Guideline Contact Nancy Torres (562) 985-2299 Nancy.Torres@csulb.edu
Subject Matter Expert Veronica Galindo (562) 985-8326 Veronica.Galindo@csulb.edu

APPENDICES AND RELATED INFORMATION

Appendices (if any): N/A

Related Chancellorís Office Policies: N/A

Other Related Information: Collective Bargaining Agreements, In-Range Progression Administrative Guideline, Classification Review Administrative Guideline, Recruitment Procedures for Staff and MPP Employees Administrative Guideline, Reassignments for Bargaining Unit Employees Administrative Guideline, Employee Professional Learning and Development Plan Administrative Guideline.

FAQ

N/A

HISTORY

Issue Date: July 2001

Last Review Date: March 2007

Amended Date: July 2012

Amended Description: