These guidelines apply to non-faculty and non-student bargaining unit positions at California State University San Marcos. Where these guidelines and procedures are in conflict with the Collective Bargaining Agreements (CBA's), the Collective Bargaining Agreements take precedence.
The compensation program is part of a total rewards strategy that the CSU uses to attract, motivate, and retain employees. In addition to base salary, the CSU provides generous benefits programs, including leave and retirement programs. Individual campuses may provide recognition programs, career and developmental opportunities, or focus on work-life benefits that are of interest to employees.
When a new position is developed at CSUSM, the manager prepares a position description and forwards it to Human Resources (HR). HR conducts a position classification review and the position is assigned to a classification level and corresponding salary range. The salary range specifies the minimum and maximum salary that the position may be paid.
When a new employee is hired, they receive a salary within the salary range for their position. An employee's salary may increase as a result of a promotion (movement to a higher classification or skill level following a recruitment/selection process), reclassification to a higher classification or skill level, and as a result of CSU system or campus-funded salary adjustments. The main components of the CSU classification and compensation systems are described below.
Salaries for new employees are determined by management and are made after considering a candidate’s relevant knowledge, skills, and abilities (demonstrated through the possession of job related experience and education) in relation to the minimum qualifications of the position; internal and external market salary equity considerations; and budgetary considerations. For a new appointment, the candidate must be paid at least the minimum of the salary range for their classification level.
HR, serving as the President's designee for personnel decisions, works with the Hiring Authority (appropriate administrator) to determine the candidate's starting salary.
An employee's salary may change as a result of movement to a lower or higher classification or skill level. The change in salary is determined by the terms in the employee's collective bargaining agreement.
The California State University Employee's Union (CSUEU), Academic Professionals of California (APC), and Teamsters collective bargaining unit agreements state the minimum percentage increase that must be granted when an employee moves without a break in service into a classification with a higher salary range. In some cases, an increase greater than the minimum stated percentage may be required in order to place a staff member's salary at the minimum salary rate.
For example, the CSUEU collective bargaining agreement states that 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 may be granted.
Yes. An employee may receive a larger increase depending on their qualifications (education and experience) in relation to the required qualifications of the position they are reclassified into, and the department's budget. Internal salary equity is also considered. A department is only required to pay the minimum increase required by the collective bargaining agreement.
Total compensation includes an employee's salary plus the monetary value of their benefits package. The value of an employee's benefits package varies depending on their employee/collective bargaining group and the type of benefits plan they choose.
Information on benefits coverage by employee group can be found at CSU Benefits Comparison.
An employee can determine exactly how much their benefits add to their total compensation by entering their salary and benefit program data into the CSU total compensation calculator. For example, a CSUEU employee who earns $40,000 per year; who is in CalPERS; who has their entire family of four (4) enrolled in Blue Shield HMO and basic Delta Dental, has a total compensation package greater than $63,500 per year.
CSUSM recently contracted with our Employee Assistance Program (EAP) provider to provide work-life benefits for employees. These benefits are very broad and can range from help locating a care-giver for a child or elderly parent, to assistance writing a simple will.
Information about the University's work life benefit program is available on the CSUSM EAP Worklife Link to EAP site.
Each collective bargaining agreement contains specific language regarding compensation and pay increases. While there is some consistency in the compensation programs across bargaining units, the components of each compensation program vary by collective bargaining agreement. The variations are often the result of the differing needs within different occupational groups, as well as the dynamics of the collective bargaining process. E.g., in-range progression increases are currently available to employees in CSUEU, APC, Teamsters, SUPA, and confidential employees. Even when two different bargaining units provide for the same type of increase (e.g., bonuses), the criteria for receiving the increase may vary by collective bargaining agreement. It is important for both employees and managers to consult the Salary Article of the collective bargaining unit agreement to become familiar with the contract language regarding salary programs.
Salary adjustments fall into two major categories: system-funded and campus-funded.
1. System-Funded Salary Increases
Almost all collective bargaining agreements provide for salary increases that fall under the following general categories for system-funded salary increases. These compensation program components are negotiated and funded at the system-wide level. CSUSM has responsibility for implementing these salary increases based on the specific instructions provided by the Chancellor's Office when new contract provisions are implemented:
2. Campus-Funded Salary Adjustments
Most collective bargaining agreements have provisions for increases that may be provided with campus funds. These increases are funded by the employee’s department or unit and are provided at the discretion of the President.
Employees in the following groups are eligible for in-range progression increases:
In-range progression increases are discretionary and are not subject to grievance procedures.
CSUEU bargaining unit agreement requires a minimum of 3% increase for an in-range progression increase. APC and Teamsters collective bargaining agreements do not specify a minimum salary increase requirement. Employees may receive more than the minimum increase depending on the rationale for the in-range progression increase and their department's budget.