The in-range progression salary increase is a discretionary increase within a salary range or subrange of a classification. For Units 2, 5, 7 & 9, 4 and 6 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 2, 5, 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 CSUEU), 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):
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. 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: 3/3/08)