Guidelines and Procedures for requesting an In-Range Progression for Staff

(Non-Faculty)

The CSU/CSUEU, CSU/APC, CSU/SETC and CSU/SUPA collective bargaining agreements provide for In-Range Progressions (IRP) for employees in bargaining units 2, 4, 5, 6, 7, 8, and 9.  Refer to the appropriate Collective Bargaining Agreement (CBA) for full details.  In-range progressions are available to Confidential employees as outlined in the CSU technical letter HR 1996-15, Supplement 1.

The CSUSM In-Range Progression Request Guidelines outline the guidelines and procedures for requesting an In-Range Progression for Staff (Non-Faculty)

Unit(s)

Definition/Criteria

IRP Requests

CSUEU

(Units 2, 5, 7 & 9)

Article 20.40: In-Range Progression

An increase within a salary range for a single classification or within a sub-range of a classification with skill levels is referred to as an In-Range Progression.  An in-range progression may be granted for reasons that include, but are not limited to: Assigned application of enhanced skill(s); Retention; Equity; Performance; Out-of-classification work that does not warrant a reclassification; Increased workload; New lead work or new project coordination functions given to an employee on an on-going basis by an appropriate administrator where the classification standard/series do not specifically list lead work as a typical duty or responsibility; and, Other salary related criteria. The decision of the President, made in accordance with this provision, regarding the award of an in-range progression shall be final and shall not be subject to either Article 7, Grievance Procedure or Article 8, Complaint Procedure.

A request for an in-range progression review may be submitted by CSUEU employees represented in bargaining units 2, 5, 7, 9 or by the appropriate administrator for the department initiating the request.

Employee initiated requests must be submitted to the appropriate administrator before forwarding the request to Human Resources and Equal Opportunity (HREO).  If an administrator has not forwarded the request to Human Resources within thirty (30) days, the employee can file the request directly with Human Resources.

Employee initiated In-Range Progression requests shall be completed within 90 days after the request is received in HREO. 

Per Article 20.40c, where an employee has been notified in writing that the employee's in-range progression was denied solely due to a lack of funds, upon the employee's request, the employee's in-range progression application shall be re-evaluated in the following fiscal year. 

Employees requesting reevaluation under this provision must complete a new IRP Review Request Form, attaching a copy of the denial letter and original IRP request information as justification, and submit it to their appropriate administrator.  HREO’s review of the resubmitted request will be completed within ninety (90) days of receipt in Human Resources.   If approved, the effective date of the In-Range Progression is the first of the month following receipt of the request for reevaluation in HREO.

APC (Unit 4)

Article 23. 11: In-Range Progression – Campus Funded

An increase in an employee's pay rate within a salary range of a classification due to increased responsibilities and skills of the employee, in recognition of extraordinary performance, or for market or pay equity reasons, is referred to as in-range progression. When an in-range progression occurs, the appropriate salary increase shall be determined by the President. Such increases shall be campus funded. This provision 23.11 shall not be subject to Article 10, Grievance Procedure. The decision of the President to award or not award an in-range increase under this provision, or regarding the amount of such increase, shall be final and non-grievable. However, APC may grieve an alleged violation of a specific term of this provision 23.14, subject to provision10.5.F.4.

The appropriate administrator for the department submits an In-Range Progression request.

SETC (Unit 6)

Article 24.5: In-Range Progression

An increase within a salary range that is not given for merit is referred to as an In-Range Progression. An In-Range Progression may be awarded when the president, the president’s designee, or appropriate administrator determines that an In-Range Progression should occur.

The appropriate administrator for the department submits an In-Range Progression request.

SUPA (Unit 8)

Article 21.14: In-Range Progression

An increase in an employee’s pay rate within a salary range due to increased responsibilities and skills of the employee, or for market or pay equity reasons, or for performance reasons, is referred to as an in-range progression. When an in-range progression occurs, the appropriate salary step or half-step increase shall be determined by the President. All increases shall result in the employee’s pay rate remaining on either a step or half-step rate. Such increases shall be campus funded. This provision shall not be subject to Article 7, Grievance Procedure. The decision of the President to award or not award an in-range increase under this provision and the amount of such increase shall be final and non-grievable.

The appropriate administrator for the department submits an In-Range Progression request.

 Confidential

HR Letter 1996-15, Supplement 1

 An in-range progression is a salary increase within the existing salary range and has no minimum increase percent requirement.

The appropriate administrator submits an In-Range Progression request.

I.  In-Range Progression Requests

In-Range Progression requests are submitted by the appropriate administrator for the department initiating the request.  The appropriate administrator completes the In-Range Review Request Form.

CSUEU employees may initiate an In-Range Progression request by completing the In-Range Review Request form and submitting it to their appropriate administrator.

II.  Effective Date and Funding

The effective date of the In-Range Progression is the first of the month following receipt of the request in HREO.  Funding for In-Range Progressions will be from the requesting department’s budget. 

III.  Criteria

The criteria used as justification for an In-Range Progression request differ by bargaining unit but may include:

  • Salary adjustment to address internal equity by comparing job responsibilities to similar positions or to address external comparability issues in relation to the labor market
  • Enhanced skills that are substantive and essential to the position and consistent with the employee’s classification
  • Retention and/or other salary related criteria determined to be of value to the University  

 IV.  Procedures/Approval

  1. An In-Range Progression Review Request Form must be completed and signed by the appropriate administrator.  A written justification/rationale for the In-Range Progression must accompany the review form.  The appropriate administrator submits the completed form and written justification/ rationale to Human Resources & Equal Opportunity.  A specific amount of increase and percentage must be included (CSUEU bargaining unit contract requires a minimum 3% increase).
  2. The appropriate administer provides a copy of the completed In-Range Progression Review Request Form and the written justification/rationale to their line management.
  3. The Director of Human Resources & Equal Opportunity is the President’s designee and the appropriate administrator for final determination of In-Range Progression requests.
  4. HREO will discuss the request with the appropriate line management prior to making a final determination.  HREO will send a notification letter of approval or non-approval to the appropriate administrator and applicable line management. 
  5. If an In-Range Progression is approved, the PAN form is prepared by the initiating department and routed through the normal PAN routing process.

NOTE:  If an employee or manager believes there has been a significant change in position duties, level and complexity of responsibilities, and level of autonomy, a classification review should be requested.  Please contact HREO at extension 4416 with any questions about the classification review process.