Management Personnel Plan Equity Increases
|Definition:||The campus President shall have the authority to address equity, including market equity for all management personnel plan employees whenever needed. The campus President may not delegate this authority and equity salary increases may only be approved by the President based on appropriate documentation as outlined in the accompanied procedure. The campus President must report all equity salary increases to the Vice Chancellor of Human Resources by January 31st of each year for the prior calendar year. The report is to include employee name, employee position, increase amount, increase effective date, and new salary rate.|
|Scope:||This policy and accompanied procedure applies to all temporary and permanent management personnel plan employees at California State University San Marcos|
|Responsible Division:||Finance & Administrative Services|
|Signature Page/PDF:||View Signatures for Management Personnel Plan Equity Increases Policy|
GUIDELINES FOR REQUESTING A MANAGEMENT PERSOONNEL PLAN (MPP) SALARY EQUITY INCREASE
- Only a Director/Dean or higher can initiate an Equity Increase for a MPP in their chain of command utilizing the MPP salary equity increase process.
- Only a Provost/Vice President can submit a request for an equity increase to the President. If the Provost/Vice President approves the salary equity increase, he/she will prepare a memorandum for the President, which includes the following information:
- Employee name, employee position, amount of increase requested, effective date of the increase, and new salary rate.
- The source of funding for the request. (Equity increases will be funded by the requesting department or division.)
- Documentation (e.g., market salary data to support requests based on external equity issues; information from the annual CSU MPP salary survey to support requests based on internal equity issues; and internal Cal State San Marcos MPP comparisons and HREO's impact analysis, if appropriate).
- Information as to whether the requested increase will result in the employee's new salary exceeding the maximum of their current MPP administrative grade level. (This would result in changing the MPP administrative level, i.e. moving from Admin. I to Admin. II.)
- Appropriate supporting documentation should be included.
- The President will make the final decision regarding the equity increase request and will sign the form/memo to approve/disapprove the request and return it to the Provost/Vice President with a copy to HREO.
- The Provost/Vice President will send the supporting documentation and a PAN to HREO to process the equity increase. HREO will forward the PAN to Payroll.
- The Provost/Vice President will send a memo to the employee advising them that the equity increase has been approved and send a copy to HREO for their personnel file.
- HREO will maintain data on equity salary increases and will submit the information under the President's signature to the Vice Chancellor of Human Resources by January 31st of each year reflecting data for the prior calendar year.
GUIDELINES FOR GRANTING A MANAGEMENT PERSONNEL PLAN (MPP) SALARY EQUITY INCREASE
- Presidents have the authority to grant salary increases to MPP's to address equity, including market, issues if needed.
- Equity increases are funded by the requesting department or division.
- Equity increases for MPP's may only be authorized by the President.
- The Executive Council should review each request on a case-by-case basis and make a recommendation to the President, who has the final decision.
- Timing: The need for an equity increase may be identified at any time. However, the granting of an equity increase is determined by the President. This is a periodic process to be done in the Spring semester after merit increases have been awarded. Please refer to the above Guidelines for requesting a Management Personnel Plan (MPP) salary equity increase for information on who may initiate a request for an MPP equity increase. Please note that CSU policy describes equity increases as "rare."
- When an individual has a competitive job offer, an equity increase may be considered at any time of the year.
- Appropriate documentation must be provided to support the equity request (e.g., market salary data to support requests based on external equity issues; information from the annual CSU MPP salary survey to support requests based on internal CSU equity issues; and internal Cal State San Marcos MPP comparisons and HREO's impact analysis, if appropriate).
- When a benchmark (comparable position) exists for the position within the CSU, comparable data would be derived from the current CSU Benchmark Salary Survey Report, taking into account title and survey code, description of duties, administrative grade level, as well as average, median, minimum and maximum annual base pay; any move from an interim to a permanent appointment should be considered in examining comparable data.
- Longevity and responsibility of the position would be relative to peers at the other CSUs where appropriate (e.g., title might include additional duties, longevity should consider length of service; responsibility could include size and scope of operation.)
- Equity increase recommendations may take into consideration appropriate external market salary data; internal Cal State San Marcos MPP comparisons; employee longevity; and employee retention issues.
- A multi-year plan for the campus as a whole should be formulated based on system-wide budget support and recent adjustments in each division, keeping in mind that the CSU has defined equity adjustments as "rare."