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California State University, Long BeachCalifornia State University, Long Beach
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Staff Human Resources

In-Range Progressions

An In-Range Progression (IRP) is an increase within a salary range for a single classification or within a sub-range of a classification with skill levels. The CSU/CSUEU, CSU/APC, CSU/SETC, CSU/SUPA collective bargaining agreements and the CSU Confidential Employee policy provide for management requested in-range salary progressions (IRP) for employees in bargaining units 2, 4, 5, 6, 7, 8, 9, and employees classified as Confidential.

Employees in units 2, 5, 7, and 9 may submit employee requested in-range progressions (IRP) with the appropriate administrator’s signature.

The university has established the following procedure for processing and, when appropriate, approving in-range progressions.

Criteria

Market Equity
A comparison of salaries based on market 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 market salary for a given position. The incumbent’s experience, education, and/or professional certifications are compared to the target market salary to determine the appropriate rate of pay. Internal equity considerations are also 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. Equity data will be provided and analyzed by Staff Human Resources as the basis for the recommendation to the appointing authority.
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 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.
Retention
Awarded to retain an employee who has an offer of employment, on-campus or off-campus. The department must describe how the employee and the position are critical to the on-going operations of the department.
Exemplary Performance
(Except for Unit 6 SETC)
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%.

Procedures / Approval

Initial Review / Recommendation by Staff Human Resources

  1. An IRP form (attached) must be completed and signed by the Area/Division Administrative Services Manager prior to submission to the Director of Staff Human Resources. Signatures acknowledge that Staff Human Resources will be conducting the appropriate analysis and providing a recommendation to the appointing authority for approval.
  2. The Director of Staff Human Resources will review the request and prepare a recommendation to the appointing authority for his or her review.
  3. The Director of Staff Human Resources will provide the recommendation to the respective division executive for final action after approval from the appointing authority has been obtained.

Final Action by the Respective Division Executive

  1. After the IRP receives final approval/denial by the division executive, the Director of 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 approval/denial of the division executive has been secured.
  3. An IRP for market equity/retention/employee performance will normally be effective on the first day of the month following the final approval.
  4. An IRP for new skills acquisition will normally be effective on the first day of the month following completion of the pre-approved training plan, unless extenuating circumstances dictate otherwise.

Funding

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