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California State University, Long BeachCalifornia State University, Long Beach

ADMINISTRATIVE GUIDELINE

In-Range Progression

Guideline Contents

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

PURPOSE AND SCOPE

An In-Range Progression (IRP) is defined as a permanent increase to an employee’s base salary within a salary range for a single classification or within a sub-range of a classification with skill levels. The IRP provides opportunities for upward movement within the assigned salary range based on the specific criteria outlined in this guideline and in accordance with the collective bargaining agreements. This provision is applicable only to those employees whose bargaining unit contracts provide for this type of salary adjustment.

GUIDELINE STATEMENT

Eligibility

The UAPD (Unit 1), CSUEU (Units 2,5,7, and 9), APC (Unit 4), SETC (Unit 6), and SUPA (Unit 8) collective bargaining agreements and the CSU Confidential Employee policy provide for management requested in-range progressions.

Employees in UAPD (Unit 1), CSUEU (Unit 2, 5, 7, and 9), APC (Unit 4), and SETC (Unit 6) may submit employee requested in-range progressions once every 12 months. The IRP form is submitted to the Administrative Services Manager (ASM) who must forward the request to Staff Human Resources:

  • UAPD (Unit 1), CSUEU (Unit 2, 5, 7, 9) and SETC (Unit 6) Employees: If Staff Human Resources has not received the request within thirty (30) days, the employee may submit the request directly to Staff Human Resources.
  • APC (Unit 4) Employees: Employee may submit the request directly to Staff Human Resources.

Criteria

  1. Equity. Equity data will be provided and analyzed by Staff Human Resources as the basis for the recommendation to the appropriate Appointing Authority. Internal equity is considered when the nature of the work is substantially similar and when factors such as seniority, experience, education, and/or professional certifications would not explain salary differentials among comparison cohorts.

    A comparison of total compensation may be based on outside salary survey data for similar positions at organizations that would normally compete for our employees in the public, higher education or private sectors is conducted to determine the target salary for a given position. The incumbent’s experience, education, and/or professional certifications are also considered to determine the appropriate rate of pay.

  2. New Skills Acquisition. An incumbent will be expected to acquire substantive, new skills that are both essential to the position and consistent with the current classification standard. This criterion requires that the Appointing Authority design a training plan with the expected outcomes and proposed schedule for completion of the plan and have this plan approved by Staff Human Resources. The incumbent may not start the training plan before it is approved by and on file with Staff Human Resources. Once the incumbent successfully completes the training plan, Staff Human Resources will award the IRP which would normally be at an increase of 5% of the employee’s salary at the time of completion. A request for an increase above 5% may be considered with appropriate advance documentation regarding any extraordinary circumstances, and must be approved by the Director of Staff Human Resources.

  3. Retention. Awarded to retain an employee who has received a bonafide offer of employment from off-campus. The department must provide Staff Human Resources with a copy of the offer letter and describe how the employee and the position are critical to the on-going operations of the department. Staff Human Resources will analyze both internal and external equity data and provide a recommendation to the Appointing Authority.

  4. Exemplary Performance. Awarded to employees who have an official documented annual performance review in their current position with an overall rating of exemplary within the most recent review period. The performance criteria must be in writing and be made known prior to the performance period. The IRP awarded will be 3% - 5%.

  5. Additional Responsibilities. Awarded to employees who are assigned new and additional lead work functions where the classification standard(s) do not specifically list lead work as a typical duty or responsibility; or awarded to employees who will be providing comprehensive contract services for other CSU campuses or outside agencies in addition to the typical duties and responsibilities outlined in the employee’s position description; or awarded to employees who have had a permanent, consistent, and substantial increase in their workload; or awarded to employees who are assigned additional responsibilities that are significant (or out of classification ) but not enough to warrant a reclassification. Assignments must be permanent and assigned by an appropriate administrator. The total time spent performing the new or additional responsibilities should be substantive and relate directly to the essential duties of the position. This criterion requires the Appointing Authority to provide an updated position description to Staff Human Resources that reflects the new or additional duties or quantifies the substantial and permanent workload increase. The incumbent may not be assigned the new duties before it is approved by and on file with Staff Human Resources. The IRP awarded will be 5%. A request for an increase above 5% may be considered with appropriate additional documentation regarding any extraordinary circumstances, and must be approved by Staff Human Resources.

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

PROCEDURES

Step I

  • Complete Step I of this form and submit to the Administrative Services Manager (ASM) for signature. Signature is acknowledgement that the IRP request will be submitted to Staff Human Resources for review. Staff Human Resources will review and be responsible for the activities in Step II.

Step II

  • Staff Human Resources will review the request and prepare a recommendation for review by the Appropriate Administrator (level 3.) If the Appropriate Administrator (level 3) denies the request, it will not be sent to the Division Executive for approval. If the Appropriate Administrator (level 3) approves the request, it will be sent to the Division Executive (level 2) for final approval.

Final Action by the Respective Division Executive

  1. After the IRP receives final approval/denial by the Division Executive, Staff Human Resources will prepare all personnel documents including the official written notification to the employee.
  2. No IRP shall be communicated or promised to an employee until final written approval/denial of the Division Executive has been secured.
  3. An IRP for equity, retention, exemplary performance, and lead work, contract services, or increased workload will be effective on the first day of the month following the date it was received in Staff Human Resources.
  4. An IRP for new skills acquisition will be effective on the first day of the month following completion of the pre-approved training plan.

Funding

Funding for an IRP will be from the unit/division base budget resources.

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 Chancellor’s Office Policies: N/A

Other Related Information: Collective Bargaining Agreements

FAQ

N/A

HISTORY

Issue Date: October 2004

Last Review Date: September 2010

Amended Date: September 2016

Amended Description:

9/ 2016: Updated for consistency with collective bargaining agreements

3 2016: Update to eligibility and language on criteria