Cal Poly Pomona
In-Range Progression Guidelines & Procedures
UAPD (Unit 1), CSUEU (Units 2, 5, 7 & 9), APC (Unit 4), SETC (Unit 6), and SUPA (Unit 8)
The in-range progression salary increase is a discretionary increase within a salary range or subrange of a classification. For Units 1, 2, 4, 5, 6, 7 & 9, the in-range request may be employee or manager initiated. Employees in Unit 8 cannot initiate an in-range progression request; it must be initiated by the HEERA Manager. Employees in Units 1, 2, 4, 5, 6, 7, & 9 cannot submit an In-Range Progression request more frequently than 12 months from the previous request.
This increase can be no less than 3% (for UAPD, CSUEU & SETC), but generally no greater than 5% and is funded through the submitting department's budget. For Unit 8, the employee's new base salary requires a half-step or full step base salary increase and the new salary must be set at a step rate on the CSU Salary Schedule. The new salary cannot exceed the maximum for the current classification's salary range.
The in-range progression increase is not to be used to reward performance of added duties which are of a temporary nature, but rather permanent changes to the job. The in-range request can be denied due to documented performance issues.
For specific language contained in each union agreement, please refer to the applicable collective bargaining agreement.
In-Range Progression increases may be granted for (but not limited to):
- assigned application of enhanced skill(s) (Units 1, 2, 4, 5, 6, 7, 8 & 9)
- retention purposes – for key positions (Units 1, 2, 5, 6, 7 & 9)
- internal/external equity issues (Units 1, 2, 4, 5, 6, 7, 8 & 9)
- extraordinary work performance (Units 2, 4, 5, 6, 7, 8 & 9)
- added responsibilities that are significant but not enough to warrant reclassifying the position to a higher level (Units 2, 4, 5, 6, 7 & 9)
- addition of lead responsibilities 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 and responsibility (Units 2, 5, 6, 7 & 9)
- increased workload (Units 2, 5, 6, 7 & 9)
- long-term service (Unit 6 only)
- Complete the In-Range Progression Form (PDF) (an updated position description must be attached if justification is based on additional responsibilities)
- Route through the appropriate HEERA manager for review, comment and signature OR If this is an APC (Unit 4) Employee-initiated request, please submit directly to Human Resources.
- Route to Vice President for approval/denial
- Vice President sends to the Manager, Employment and Compensation for analysis. It is returned to Vice President.
- Vice President obtains President/Cabinet approval if needed.
- Forward signed In-Range Progression Form (and position description if attached) to the Manager, Employment and Compensation
If the appropriate administrator does not support the granting of this increase, the paperwork should still be submitted to the Manager, Employment and Compensation.
An In-Range Progression review will be completed within ninety (90) days after the request is received in Human Resources. Once the In-Range Progression is approved, Human Resources will distribute a copy of the In-Range Progression to the employee, HEERA Manager, Payroll Services, and Budget Services. If an In-Range Progression increase is denied, Human Resources will prepare a notification letter to the employee and/or manager depending upon who initiated the request. Where an employee in CSUEU has been notified in writing an in-range progression increase was denied solely due to lack of funds, upon employee’s request, the in-range progression application shall be re-evaluated the following fiscal year. The decision to award or deny an In-Range Progression increase shall be final and is non-grievable. Questions regarding these guidelines and procedures can be directed to the Manager, Employment and Compensation.
(Procedures Last Updated: 4/4/2016)