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Classification & Compensation FAQs

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



  • 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




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


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


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


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

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
** Please notify Talent Acquisition ( 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.