In-Range Progression Review
The In-Range Progression (IRP) review process may include an evaluation of any or all of the following:
- The IRP request and any supporting documentation provided
- Documents contained in the employee’s personnel file
- Consultation with the manager and/or employee
- The CSU Classification and Qualification Standards.
- Other relevant information
When HR has completed the review and analysis, a decision will be rendered and communicated to the requestor. If the review was employee-initiated, a copy of the decision will be sent to the manager.
Reviews of employee-initiated IRP requests shall be complete within ninety (90) days after the request is received in OHR.
Any change in compensation will be effective on the first of the month following receipt of the request in the Office of Human Resources. Any increase in salary will be funded by the incumbent's department.
Requesting an IRP Review
1. There are two ways to request an IRP review:
- Management-Initiated IRP Review
Managers may request an IRP review by submitting the IRP Request Form and attaching a current position description (if duties have changed) and justification for the review. The IRP Request Form will then be routed to the President's Administrative Team and then HR for review.
- Employee-Initiated IRP (CSUEU, APC or Teamsters)
A CSUEU, APC, or SETC employee may initiate a request for an IRP review by submitting the IRP Request Form and attaching or including justification for the review. The IRP Request Form will then be routed to the employee's immediate non-bargaining unit supervisor, the President's Administrative Team and then HR for review.
2. Conducting the IRP review
A member of the Office of Human Resources who is trained in compensation methodology will conduct a review of the request, including assessing relevant information. After consulting with the appropriate administrator(s), HR will prepare the approval or denial memo that notifies the employee and the appropriate administrator(s) of the final decision.