Under the guidance of the California State University (CSU) Chancellor's Office, the Classification & Compensation (C&C) team works in partnership with Appropriate Administrators across campus to provide assistance in the analysis of classifications, determining equitable compensation, and interpreting and applying provisions outlined in collective bargaining agreements. C&C works collaboratively to ensure consistency in classification and compensation processes, applicable laws, policies, and procedures.
A classification is a general category of work. Positions that are similar enough in duties and responsibilities and require substantially the same qualifications are placed in the same classification. The positions that are classified in the same classification are given the same description title and pay scale. An example of a classification is Accountant I.
A Classification Standard describes the work, supervisory level, complexity level, and minimum qualifications(knowledge, skills, abilities, education, experience, and licensure or certification, if any) of a classification. Systemwide Human Resources develops and maintains the CSU's Classification Standards. Classification Standards are available here.
Classifying a Position
Campus classifiers determine whether or not changes to a position warrant a change in classification. Campus classifiers are located in campus human resources offices and are responsible for classifying positions at their campus. Classifiers determine the appropriate classification by conducting classification studies. Campus classifiers compare the position description to system-wide Classification Standards to determine the appropriate classification for the position. For information regarding specific classification policies and practices, contact the campus human resources department.
Compensation Program Overview
The CSU utilizes a market driven compensation program. Each classification is assigned a salary range with a minimum and maximum. The salary range minimums and maximums are set based on the organization's best estimate of the going rate for comparable jobs in the external market place. There is one common salary structure for all 23 CSU campuses. The CSU Chancellor's Office conducts the market studies and establishes the salary ranges. Employees' salaries are placed in their salary ranges based on their respective qualifications.
Salary increases for represented employees are determined by the applicable collective bargaining agreement. Labor Agreements.
Salary increases for MPP and Confidential employees are based on Title 5 and systemwide guidelines.
A lump sum payment that is not a permanent increase to the base salary of an employee. Typically paid in one installment. A bonus is a pay provision in many of the staff collective bargaining agreements and specific provisions for its use may vary by contract. For details, please refer to the specific collective bargaining agreement.
Process to ensure the employee's position is appropriately classified according to the pre-defined system-wide classification standards. An updated position description is required to complete this action. For details, refer to the specific collective bargaining agreement.
In-Range Progression (IRP)
A permanent increase in pay within a salary range of a classification and range/skill level. Classification or skill level do not change as the result of an IRP. IRP is a pay provision in many of the staff collective bargaining agreements and specific provisions for its use may vary by contract. In some cases, an IRP may be used to recognize a permanent increase in responsibilities and/or knowledge and skills and abilities regularly applied on the job. An IRP may also be used to address pay equity. An updated position description may be required to complete this action. For details, refer to the specific collective bargaining agreements.
A temporary or permanent movement from one position and/or department to another, or when management reassigns an employee within a classification or range based on the requirements of the position and an assessment of the employee’s qualifications and skills. An updated position description may be required to complete this action. A reassignment may or may not affect a salary change. For details, refer to the specific collective bargaining agreements.
Temporary additional compensation paid to an employee. Stipend is a pay provision in many of the staff collective bargaining agreements and specific provisions for its use may vary by contract. In some cases, a stipend may be used for employee’s temporarily assigned responsibilities that are not part of their regular position, or for job-related training and certifications, and other provisions as specified by the respective bargaining agreement or CSU policy provision. For details, refer to the specific collective bargaining agreements.
A salary increase for additional responsibilities. Can be temporary or permanent. An updated position description is required to complete this action.
Equity salary increases may be authorized only by the President and the authorization may not be delegated. These increases are to be approved only in rare circumstances based upon appropriate documentation.
A merit bonus may be used if an employee meets specific measurable standards that were spelled out at the beginning of an evaluation period indicating that if specific actions are met, a merit bonus pay adjustment will be provided, or when an employee meets a specific stated objective that is both articulated in advance and is measurable.
A temporary or permanent movement in which management may assign an MPP employee to different duties in the same position or different position when it is determined that such assignment or reassignment is in the best interest of the campus. A reassignment may or may not affect a salary change. An updated position description may be required to complete this action.