Classification and Compensation Services, with the guidance of the California State University (CSU) Chancellor's Office, works in partnership with the colleges and the administrative units to provide assistance in interpreting and applying fair and consistent evaluation of positions and equitable compensation. Application of processes is in accordance with collective bargaining agreements, applicable laws, personnel policies, and procedures. Responsibilities include classification reviews, approval of position descriptions for job postings, conducting of equity analysis for determination of salary upon appointment to the University, conducting in-range progression reviews, equity reviews and other salary-related alternatives. Also advises and consults with managers regarding position description development and updates, reorganizations, and compensation programs.
| In-Range Progression (IRP) | In-Class Progression (ICP) | Classification Change |
|---|---|---|
| Each Collective Bargaining Agreement outlines the specific requirements to submit an IRP. An IRP increase in pay within a salary range for a single classification, or within a sub-range of a classification that has skill levels. | Advancement or movement to a higher skill level and the corresponding sub-range within a classification that includes more than one skill level. Each skill level is assigned its own salary range. Examples of classifications with multiple skill levels include Information Technology Series, Administrative Analyst/Specialist Series and Confidential Office Support Series. | Pre-defined classification standards are established as benchmarks against which individual positions are measured. An individual position is placed in the classification which best fits the majority or most critical aspects of the position's work assignments and requirements. A classification change may be the result of a classification review. |
Reclassification recognizes that a position is improperly classified for the nature and level of work requirements and redefines the position in line with actual duties and responsibilities performed. Reclassification is not a promotion. A reclassified employee does not change jobs; rather, the reclassification recognizes an existing inequity between the position's current classification and work assignment.
Classification reviews may be requested by an employee or their supervisor (Administrator). If an employee or supervisor feels that they would like a classification review, a Position Description/Classification Review Form must be completed.
Once completed, this form should be forwarded to their Supervisor/Cabinet Officer for review and forwarded to the Office of Human Resources (Sr. Class & Comp Analyst) along with an updated organizational chart. A review will be completed and a recommendation of classification will be made to the appropriate Cabinet Officer.
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