CSUSB Alert: Power has been restored to the San Bernardino campus; normal operations will resume Friday, July 26th.

Power to the San Bernardino campus has been restored as of 9:55 a.m. Normal campus operations will resume Friday, July 26th. Essential staff with questions on whether to report should contact their appropriate administrator. Facilities Management will be working to check all building systems including HVAC, elevators and fire alarms. If power has not been restored in your work area when you return, please report that to Facilities Planning and Management at (909) 537-5175. The Palm Desert Campus remains open and operational.

Site Header Region
Page Header
Main Content Region

Resources

Classification & Compensation FAQs

What is the Difference between an In-Range Progression (IRP), an In-Class Progression (ICP) and a Classification Change?

IRP, ICP, and Classification Changes Chart

In-Range Progression (IRP)

In-Class Progression (ICP)

Classification Change

Each Collective Bargaining Agreement outlines the specific requirements to submit an IRP.

If approved, an increase in pay within a salary range for a single classification, or within a sub-range of a classification that has skill levels.

Advancement or movement to a higher skill level and the corresponding sub-range within a classification that includes more than one skill level. Each skill level is assigned its own salary band. Examples of classifications include IT Series, AA/S Series and Confidential Office Support Series.

A job evaluation that identifies the best fit for the majority or most critical aspects of the position’s work assignments and requirements.

When should departments submit a transaction requisition?

 

Requisition Timeline
30 Days
  • Stipends
  • Critical Skills Bonus
  • Salary Increases
  • Reinstatement from Temporary Reassignment
45 Days
  • Time Base Change
  • Position Descriptions for Recruitments*
  • Reassignments
  • Concurrent Appointments
60 Days
  • Extension of Temporary Appointments**
  • Extension of Temporary Reassignments
  • Extension of Special Consultants**
90 Days
  • Department Reorganization
  • Conversion to Permanent

* For Emergency Hires, Special Consultant Hires, & Recruitments contact Talent Acquisition at TalentAcquisition@csusb.edu.
** Please notify Talent Acquisition (TalentAcquisition@csusb.edu) if Temporary Appointment is ending as scheduled as soon as possible.

What is the Approval Process for HR Requisitions?

Approval Process for Cherwell HR Requisitions
Step Description
Approval 1 Classification & Compensation Services Manager 
Approval 2 Department Head(s)
Approval 3 Division Vice President/Provost
Approval 4 Vice President's Cabinet - Discussion with President Morales, if necessary.
Approval 5 Budget Office Service
Approval 6 Classification & Compensation Services (CCS)

 

What is HEERA and how does it define a "designated manager"?

Higher Education Employer-Employee Relations Act (HEERA)

(HEERA) is California State law, which defines responsibilities of a manager. A HEERA manager is called many other names too: Administrators, MPP’s (Management Personnel Plan), or Non-bargaining Unit Administrators, yet they all mean the same.

What is a MPP?

An MPP defined is in Title 5 Article 2.2 of the California Code of Regulations and spells out employment rights, benefits and the conditions where employees are designated as "management" or "supervisory" who become HEERA managers.

  • HEERA gives MPP’s the authority to take employment actions such as to: hire, discipline, finalize performance evaluations, submit in-range/classifications, etc.
  • Managers retain the right to assign duties.

What is the difference between Lead Work Direction and Supervision?

The rights and responsibilities of managers/supervisors and work leads are different and examples are below

Lead Work vs. Supervision

MANAGING / SUPERVISION

WORK LEAD DIRECTION
  • All responsibilities listed under “Work Lead Direction”
  • Hire
  • Transfer
  • Suspend
  • Layoff
  • Recall
  • Promote
  • Discharge
  • Reward
  • Discipline
  • Adjust grievances, or effectively to recommend such action

Definitions noted in the Higher Education Employer-Employee Relations Act (HEERA) (California State Government Code 3580.3)
  • Scheduling
  • Work Flow Planning
  • Assigning Work or Giving Directions
  • Monitoring Work
  • Training Employees
  • Orienting Employees
  • Providing input into Employee Selection (Hiring)
  • Providing input into Performance Evaluation

 

Range/Grade Reference Chart

Range/Grade application can vary by classification. It can identify a pay plan, skill level or FLSA status.

Range / Grade Description Table

Range/Grade

Description

1

12-Month Pay Plan
Skill Level 1 (i.e. ASA I)
Foundation Skill Level for IT Series
Administrative Analyst/Specialist I (Non-Exempt)

2

12-Month Pay Plan
Skill Level 2 (i.e. ASC II)
Career Skill Level for IT Series
Administrative Analyst/Specialist II (Exempt I)

3

Expert Skill Level for IT Series
Administrative Analyst/Specialist III (Exempt II)

4

Skill Level 2 (i.e. ASC II)
Administrative Analyst/Specialist IV (Exempt III)

6 & 7

11/12 Pay Plan

8 & 9

10/12 Pay Plan