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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) is an integrated personnel system addressing the employment rights, benefits, and conditions of California State University Long Beach employees designated as “management” or “supervisory” under the Higher Education Employer-Employee Relations Act (HEERA).

The Management Personnel Plan provides the President with the flexibility to determine appropriate salaries paid to MPP employees and appropriate adjustments based on merit.

The CSULB criteria described in this guideline is 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

The main goal of MPP compensation is to maintain a framework for a consistent and equitable salary system for CSULB MPP positions, which is accomplished by considering the following:

  1. Nature of the work performed
  2. Relationship of the position to other positions in the university and within the CSU system
  3. The education and the amount of relative experience of the incumbent
  4. Appropriate benchmarks from external survey sources
  5. Internal equity and salary compression concerns

Consistency in applying the factors for the MPP Compensation Program allow for:

  1. Salary placement for new hires and promotions.
  2. “Value” of a given management position using market survey data.
  3. Criteria to justify equity salary increases when appropriate.

The MPP consists of four classifications, each with a broadband salary range that is set and adjusted by the Chancellorís Office:

In order to facilitate consistent and equitable MPP compensation, each CSULB MPP position is placed on a salary sub-range during the recruitment process. Placement into the appropriate sub-range is determined by Staff Human Resources, in consultation with each divisionís Vice President, and is based on the average salary of comparable positions on this campus, positions on other CSU campuses, and from various market compensation surveys.

Determining Compensation Rates

Setting or adjusting the salary of an MPP employee 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 are considered in determining an appropriate rate of pay.

  • The salary sub-range assigned to the position.
  • An assessment of the candidateís 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.

The salary of the previous incumbent may serve as a budgetary placeholder; however, it is not the best guide for determining an appropriate salary for the individual moving into the position.

Salary Sub-Range Quartile Criteria

The following CSULB criteria is 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.

NOTE: Verification of degree, experience, and skill level is required. When recruiting, verification of experience is confirmed in reference checks. Confirmation of skill accomplishment is reviewed during the interview process. Verification of degree is confirmed by Staff Human Resources.

Staff Human Resources verifies the experience and education for all other compensation actions outside of the recruitment process.

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 require a training period to become fully familiar with the requirements of the position.
  • Generally has 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.
  • Held a previous position(s) in the same type of industry or one where the majority of skills are transferable.

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 and needs minimal training.
  • Generally has completed equivalent to a bachelorís 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.
  • Held a previous position(s) 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.
  • 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.

ABOVE MID-POINT:

Hiring above the midpoint of the salary range should be considered a rare situation and may be justified under the following conditions:

  • When hiring highly qualified individuals with exceptional expertise
  • When the individual has 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.
  • When the previous position(s) they held was in the same type of industry or one where the majority of skills are transferable.
  • When placement at this location in a range leaves no doubt that the individual offers 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):

  1. 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 candidateís skill level and years of experience and any other appropriate information.
  2. Staff Human Resources will conduct a review of the employeeís 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.

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
$29,292
$32,952
$32,953
$36,612
$36,613
$40,272
$40,273
$43,944

MPP Salary Sub-Range Adjustments

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

Equity Increases

  • An equity increase is granted to address market and internal equity issues. When requested by the Division Executive (Level 2), Staff Human Resources will review and provide the analysis to the Division Executive. Presidential approval is then required, pursuant to Chancellorís Office policy (HR 2015-01).
  • 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.

Merit Increases

  • Each fiscal year, the Office of the Chancellor may provide funding for merit salary increases. Funding amounts and awards vary based on each fiscal yearís budget.

FORMS

  • NA

ADDITIONAL CONTACTS

Subject Contact Phone Email
Primary Guideline Contact Nancy Torres (562) 985-2299 Nancy.Torres@csulb.edu
Subject Matter Expert Gina Caywood (562) 985-8326 gina.caywood@csulb.edu

APPENDICES AND RELATED INFORMATION

Appendices (if any): N/A

Related Chancellorís Office Policies:

Other Related Information: Recruitment, Selection, and Appointment of Management Personnel (MPP) Employees Administrative Guidelines, Management Personnel Plan.

FAQ

N/A

HISTORY

Issue Date: July 2001

Last Review Date: April 2018

Amended Date: April 2018
Amended Description: Updated to add links to Administrator salary ranges, information on merit increases, and additional clarification.

Amended Date: January 2017
Amended Description: Updated coded memoranda references and salary range information, added links to Other Related Information, and provided additional clarification.