Classification & Compensation FAQs
What is the difference between Lead Work Direction and Supervision?
The rights and responsibilities of managers/supervisors and work leads are different and examples are below
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MANAGING / SUPERVISION |
WORK LEAD DIRECTION |
|---|---|
Definitions noted in the Higher Education Employer-Employee Relations Act (HEERA) (California State Government Code 3580.3) |
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Range/Grade Reference Chart
Range/Grade application can vary by classification. It can identify a pay plan, skill level or FLSA status.
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Range/Grade |
Description |
|---|---|
|
1 |
12-Month Pay Plan |
|
2 |
12-Month Pay Plan |
|
3 |
Expert Skill Level for IT Series |
|
4 |
Skill Level 2 (i.e. ASC II) |
|
6 & 7 |
11/12 Pay Plan |
|
8 & 9 |
10/12 Pay Plan |
What is the Difference between an In-Range Progression (IRP), an In-Class Progression (ICP) and a Classification Change?
|
In-Range Progression (IRP) |
In-Class Progression (ICP) |
Classification Change |
|---|---|---|
|
Each Collective Bargaining Agreement outlines the specific requirements to submit an IRP. If approved, an 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 band. Examples of classifications include IT Series, AA/S Series and Confidential Office Support Series. |
A job evaluation that identifies the best fit for the majority or most critical aspects of the position’s work assignments and requirements. |
When should departments submit a transaction requisition?
| 30 Days |
|
|---|---|
| 45 Days |
|
| 60 Days |
|
| 90 Days |
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* For Emergency Hires, Special Consultant Hires, & Recruitments contact Talent Acquisition at TalentAcquisition@csusb.edu.
** Please notify Talent Acquisition (TalentAcquisition@csusb.edu) if Temporary Appointment is ending as scheduled as soon as possible.
What is the Approval Process for HR Requisitions?
| Step | Description |
|---|---|
| Approval 1 | Classification & Compensation Services Manager |
| Approval 2 | Department Head(s) |
| Approval 3 | Division Vice President/Provost |
| Approval 4 | Vice President's Cabinet - Discussion with President Morales, if necessary. |
| Approval 5 | Budget Office Service |
| Approval 6 | Classification & Compensation Services (CCS) |
What is HEERA and how does it define a "designated manager"?
Higher Education Employer-Employee Relations Act (HEERA)
(HEERA) is California State law, which defines responsibilities of a manager. A HEERA manager is called many other names too: Administrators, MPP’s (Management Personnel Plan), or Non-bargaining Unit Administrators, yet they all mean the same.
What is a MPP?
An MPP defined is in Title 5 Article 2.2 of the California Code of Regulations and spells out employment rights, benefits and the conditions where employees are designated as "management" or "supervisory" who become HEERA managers.
- HEERA gives MPP’s the authority to take employment actions such as to: hire, discipline, finalize performance evaluations, submit in-range/classifications, etc.
- Managers retain the right to assign duties.
Resources
- New - HR Requisition Presentation
- New - HR Requisition Form Guide (Cherwell)
- Pay Plan and Time Base Conversion Tool
- Standard State Schedule Matrix
- Notification Time Frames
- Salary Schedule
- Collective Bargaining Agreements
- Supporting Documentation
- Cabinet Personnel Requests - Approvals
Classification Review Forms/Procedures
- CSU Classification Standards
- Working Title Update Request Form
- Position Description Form
- Action Verbs List