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California State University, Long BeachCalifornia State University, Long Beach

ADMINISTRATIVE GUIDELINE

Compensation – Management Personnel Plan Employees

Guideline Contents

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

PURPOSE AND SCOPE

The Management Personnel Plan (MPP) provides the President with the flexibility to determine appropriate salaries to be paid to MPP employees and appropriate adjustments to be provided based on merit. In order to facilitate MPP Salary Administration, each CSULB MPP position has been placed on a salary sub-range by Staff Human Resources in consultation with each Vice President, based on the average salary of comparable positions on this campus, positions on other CSU campuses, and from various market compensation surveys. The CSULB criteria described below will be used to determine the placement of a MPP position within the assigned salary sub-range for all compensation actions including New Appointments, Reclassifications, Reassignments, Promotions, Salary Sub-Range Adjustments, and Equity Increases.

GUIDELINE STATEMENT

Determining Compensation Rates

When setting the salary of an MPP employee, 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 sub-range assigned to the position.
  • An assessment of the candidate’s knowledge, skills and abilities against the overall requirements of the position.
  • An internal assessment of salaries of existing employees in comparable positions.
  • An analysis of applicable market data.

Salary Sub-Range Quartile Criteria

The following CSULB criteria should be used to determine the placement of a MPP position within the appropriate salary sub-range when hiring new MPP employees and/or determining if the salaries of incumbent MPP employees are placed in the proper quartile of their assigned sub-range. Generally speaking, the hiring sub-range extends from the minimum base salary up to the midpoint. The midpoint is considered to be the target pay level for MPP employees who have full command of their job skills and who perform at a fully acceptable level.

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 is:

  • Qualified for the position by meeting the essential qualifications advertised for the position.
  • May still require a training period to become fully familiar with the requirements of the position.
  • As a guide will have completed equivalent to a bachelor’s degree in a related field and 1 to 3 years of relevant experience in the same or very similar titled 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 MPP employees who have full command of their job skills. Placing salary rates within the second quartile of the salary range is appropriate when the candidate is:

  • Highly skilled candidates who need minimal training.
  • As a guide they will have completed equivalent to a bachelor’s degree in a related field and 4 to 6 years of relevant experience in the same or very similar titled position that required similar skills, effort, and had similar 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 3) 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 MPP 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 3) 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 under the following conditions:

  • Highly qualified individuals with exceptional expertise may need to be hired over the specifically assigned sub-range mid-point.
  • As a rule, they will have completed equivalent to an advanced degree in a related field and 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 or a position of higher skill and responsibility.
  • The previous position(s) they held must have been in the same type of industry or one where the majority of skills are transferable.
  • 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.
  • Setting a salary rate at this level requires final approval from the Division Executive (level 2) and can occur after:
    • Prior to making an offer, the appropriate administrator (level 3 or level 4) provides Staff Human Resources a written justification of the salary request. 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 Sub-Range Calculations

The salary sub-ranges for MPP employees have been pre-established by Staff Human Resources. The following is an example of salary sub-range 1:

 
1st Quartile
2nd Quartile
3rd Quartile
4th Quartile
Min
Midpoint
Max
Range
Base
Base +12.5%
Base +25%
Base +37.5%
Base +50%
1
$27,444
$30,875
$30,887
$34,305
$34,317
$37,736
$37,748
$41,166

MPP Salary Sub-range Adjustments

  • The sub-ranged assigned to an MPP position may be adjusted upon advance approval of and consultation with Staff Human Resources if the positions’s responsibilities significantly change through a re-organization and is documented by an updated position description. “Significant change” is denotes by various factors such as (a.) increase in the number of direct reports; (b.) more responsibility/accountability; and/or © other substantive rationale.
  • Salary Placement will follow the MPP Salary Sub-Range quartile criteria as stated above.

Equity Increases

  • An equity increase, based on market comparisons, requires Staff Human Resources to review an incumbent’s salary as a result of the request by the Division Executive (level 2). Presidential approval pursuant to Chancellor’s Office (HR 2002-19) is required.
  • Salary equity increases above the midpoint of the assigned sub-range require a compelling written narrative based on justifiable, special circumstances that include:
    • External pressure in high demand areas.
    • Internal salary compression, when created by increases awarded to classified staff through the collective bargaining process, or by new hires who are hired at competitive levels and report to the affected management position; and retention of university mission critical positions. This includes individuals with specialized skills or experience that are uniquely critical to the program or completion of high priority projects.
    • Salary placement will follow the MPP sub-range quartile criteria stated above.

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: Recruitment, Selection, and Appointment of Management Personnel (MPP) Employees Administrative Guidelines, Management Personnel Plan, MPP Equity Increase Program HR 2002-19.

FAQ

N/A

HISTORY

Issue Date: July 2001

Last Review Date: March 2007

Amended Date: July 2012

Amended Description: