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Salary Administration
APPOINTMENT SALARY FOR NEW EMPLOYEES
For a new appointee to a State staff position at Cal Poly, the
hiring department, with approval from the appropriate appointing
authority, may establish the appointment salary at a rate not to
exceed 10% above the minimum of the salary range.
Appointments above the first 10% of the salary range may be authorized
for reasons of proven recruitment/retention difficulties; prevention
of substantial salary loss by the preferred candidate; or exceptional
qualifications of the preferred candidate. In addition, the Agreement
between the CSU Board of Trustees and the California State University Employees'
Union (CSUEU) allows for a recruitment bonus. This bonus would
be based on the same reasons stated above, but would be a one-time
only payment. After obtaining approval from the appointing authority,
the hiring department shall submit written justification for such
requests to the Director of Human Resources for final review and
approval.
SALARY ADJUSTMENTS FOR MISCELLANEOUS ACTIONS
Promotion, Reclassification or Skill Level (in-class
progression) Changes
When an employee moves without a break in service to a classification
or skill level with a higher salary range, an increase of no less
than 5 percent (or two steps) and no more than 10% (or four steps)
may be granted by the appropriate administrator (except that at
no time can the amount exceed the maximum of the salary range).
Written requests for increases of more than 10% must be submitted
to the Director of Human Resources for final review, approval and
processing. Such requests must demonstrate a compelling rationale
to exceed the 10% cap and must be based on business exigency that
is substantiated by current relevant market salary data and demonstrated
exceptional skills.
In-Range Progression (currently available
only to employees represented by CSUEU, APC, SETC, or for confidential employees)
An In-Range Progression (IRP) is defined as an increase within a
salary range for a single classification or within a sub-range of
a classification with skill levels. Each of the applicable bargaining
unit agreements has different criteria to justify the award of an
IRP.
For employees represented by CSUEU, an IRP request is made via the
completion of the HR IRP Form, available on the web at http://www.afd.calpoly.edu/hree/forms/index.html#classification.
For employees represented by APC, SETC, or for confidential employees,
the appropriate program manager writes a memo outlining the justification
for the IRP based on the criteria written in the respective contract.
In all cases, the requests are accompanied by a current position
description HR Form 120 and routed for necessary signatures. The
appropriate Vice President reviews the requests and forwards to
Human Resources. Human Resources consults with Vice President and
program manager, and notifies the employee of the final determination.
Bonus Plans
Certain collective bargaining contracts allow for one-time bonus
payments for individual or group exceptional performance, retention
and/or critical skills (refer to appropriate collective bargaining
agreements for specifics). A memo documenting the rationale for
such a request must be submitted to the Director of Human Resources
for final review, approval and processing.
CSU Salary
Schedule
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