In-Range Progression Review

IRP Process

The In-Range Progression (IRP) review process may include any or all of the following:

• Analysis of the materials associated with the position including the position descriptionand the justification for the requested change
• In-person desk audits with incumbent, supervisor, and/or managers
• Comparison of other positions on the campus and/or within the CSU system for similarities and differences in matters such as scope, responsibility, skill level

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.

HR will complete the IRP Review Request in 90 days or less from the date the request is received in the Office of Human Resources.

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 SETC)
  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

After the IRP review request is received in HR, the assigned HR Analyst, or a Human Resources Manager, who is trained in compensation methodology will review the revised job description (if applicable) and accompanying materials and conduct the review. The review may consist of an interview with the incumbent, supervisor and/or managers to discuss and clarify the duties; and a comparison of the position to other positions for similarities and differences in matters such as scope, responsibility, and skill level. When HR has completed a 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.