Notice Salary Increase

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					                    REPRESENTED STAFF GENERAL SALARY GUIDELINES
                                           Office of Human Resources
                                                Sacramento State


PURPOSE
The purpose of these guidelines is to implement salary provisions for employees covered by
collective bargaining agreements.

SCOPE
These guidelines apply to all staff employees covered by collective bargaining agreements.
Application of specific provisions of these guidelines may be modified or may not be available
for use depending on the specific bargaining agreement covering an employee. These
guidelines do not apply to individuals hired as faculty, employees in designated confidential
positions, employees hired as administrators in the Management Personnel Plan (MPP), or
those in excluded classifications, e.g., student assistants, work-study, special consultants, etc.

Where the provisions of these guidelines are in conflict with the collective bargaining
agreements reached pursuant to Chapter 12 (commencing with Section 3560) of Division 4 of
Title I of the Government Code, the collective bargaining agreements shall take precedence.

DESIGNATION
Unless otherwise noted, the Vice President for Human Resources (HR) has been designated to
act for the President in staff salary matters. Each Program Center Manager and/or Vice
President may establish their own internal salary or budget control procedures and
administrative processing or proposed salary adjustments.

  I.    INITIAL APPOINTMENT/HIRE
        Level of pay for initial appointments to the University is determined through the
        consideration of several factors including: 1) salary range established for the position; 2)
        specific skills and experience required in the position; 3) level of skills, knowledge,
        abilities, and previous experience attained; 4) difficulty in recruiting for the position or for
        a similar position; 5) comparability with similar positions within the unit and the campus;
        6) comparability with external labor market salary rates; and 7) availability of funds in the
        hiring unit.

        For initial appointment to a staff position, selected candidates are usually appointed at
        the minimum of the salary range. Program Center Managers may approve, with written
        justification, a starting salary of no greater than 10% of the minimum of the salary range
        by submitting a Request for Initial Staff Appointment Above Salary Range Minimum, with
        justification relating to the factors noted above, to the appropriate Vice President. If the
        Vice President approves the request, it is forwarded to Human Resources for logging
        and retention. If the Program Center Manager requests a starting salary greater than
        10% of the minimum of the salary range, and the appropriate Vice President approves
        the request, it is then forwarded to the Vice President for Human Resources for final
        consideration and approval as the President’s designee.

  II.   SALARY INCREASES
        The timing, composition, and amount of salary increases are determined in collective
        bargaining and varies by bargaining unit.

        General Salary Increase (GSI)
        A GSI is a salary increase provided “across-the-board” to all employees when the salary
        range for the classification, or level, is increased through the collective bargaining
        process.
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        Merit Salary Increase (MSI)
        A MSI is a discretionary salary increase granted for meritorious performance, as
        documented in the performance evaluation, up to the maximum salary rate of the
        performance range. Normally, when approved, a salary increase between 1% and 5% is
        granted in the annual MSI cycle. The President approves all MSI’s.

        The awarding of the annual MSI cycle is contingent upon collective bargaining
        negotiations and the adoption of the state budget and is usually initiated in the fall
        following the completion of annual performance evaluations in May and June.
        Depending on the collective bargaining agreement, MSI’s may be lump sum or added to
        base pay.

        Lump Sum Payment (Employee Bonus for Outstanding Performance at Salary
        Range Maximum)
        This is a one-time bonus of a certain percentage of an employee’s annual salary
        provided to an employee who is being paid at the top of the salary range (performance
        maximum). It is a single payment for work performed above a satisfactory level. It does
        not increase the base salary of the employee. It may be funded from the annual MSI
        cycle allocation or at other times from department funds if allowed by the collective
        bargaining agreement. To initiate, the Program Center Manager shall prepare a MSI
        recommendation with specific detail on the justification for the request. All requests
        outside the annual MSI cycle shall be reviewed and endorsed by the Program Center
        Manager and forwarded to the Vice President for Human Resources for approval as the
        President’s designee.

        Service Salary Increase (SSI)
        The SSI is a salary increase provided to eligible bargaining unit employees on their
        anniversary date subject to completion of required qualifying months of service,
        satisfactory performance, and the SSI maximum. If negotiated through the bargaining
        process, the SSI will be implemented unless the Program Center Manager initiates a
        request to deny/stop the adjustment. To initiate a denial, the Program Center Manager
        shall address a memorandum to the employee providing notice of denial at the same
        time that a performance evaluation detailing the performance areas falling below
        expectations with a plan for improvement has been completed. A copy of both
        documents shall be submitted to HR for the Official Personnel File at least four (4) weeks
        prior to the anniversary date. This lead time is necessary to implement the denial before
        payroll cutoff deadlines.

 III.   SKILL/ASSIGNMENT RELATED SALARY ADJUSTMENTS
        Salary adjustments often result from changes in appointment or assignment including
        reclassification, skill level change, promotion, and reassignment.

        Promotion
        A promotion is defined as a change of appointment to a classification or skill level with a
        higher salary range or sub-range as a result of a recruitment process. A salary increase
        of at least 5% or minimum of the salary range of the new classification (whichever is
        higher) is granted for the promotion. Without HR approval, Program Center Managers
        may approve an increase in base pay up to 8% or 8% above the minimum of the salary
        range (whichever is higher.) For employees in temporary assignments, reclassifications
        or in-classification progressions, the current salary base is defined as the salary of
        his/her regular position prior to the temporary action. If a salary increase above 8% as
        described above is requested, a Request for Staff Promotion Above Salary Guidelines
        form (with written justification) must be forwarded to the appropriate Vice President for

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        approval. If the Vice President approves the request, it is forwarded to the Vice
        President for Human Resources for final consideration and approval.

        Reassignment
        Reassignments occur in one of two categories:

        1.     Permanent lateral reassignment is a change in position from one classification or
               classification and skill level to a classification or classification and skill level with
               the same salary range in the same or another unit. Continuation of the same
               salary is appropriate.

        2.     Temporary assignment is defined as the assignment of new duties to an
               incumbent for a short period of time to meet emerging organizational needs which
               is not to exceed the timeframe outlined in the relevant Memorandum of
               Understanding (MOU).

               Temporary assignments may result in movement to a higher classification or skill
               level in two ways:

                   a. An employee may be temporarily assigned to step into another employee’s
                      role and perform duties in a higher classification or skill level.
                   b. An employee may be temporarily assigned new duties, in addition to their
                      current position description, which have been performed by an employee in
                      a higher classification or skill level.

               HR must first assess the level and complexity of the new assignment or the
               additional duties to determine whether a “temporary reclassification” and salary
               increase is appropriate or if the present classification and/or skill level remains
               appropriate. A temporary reclassification leads to a minimum five percent (5%)
               salary increase or movement to the minimum of the new salary range or skill level
               sub-range, whichever is higher. During the classification process, HR will
               determine if the salary increase for the temporary reclassification or in-
               classification progression should exceed the five percent (5%) guideline norm
               based on the assessment of the complexity and level of duties.

        Reclassification
        The term “reclassification” refers to the movement from one classification to a higher
        classification. Reclassification changes occur when an employee’s position assignments
        or skills change significantly and, after submission to HR for classification review, a
        determination is made by HR that the changes warrant movement into a higher
        classification. Please note that employee performance is not a determining factor in the
        classification process. As a result of a classification review, it may become apparent that
        additional compensation is warranted for a significant addition of responsibilities that did
        not warrant movement to a higher classification. If this occurs, HR will consult with the
        program center manager and make a recommendation. Procedures for requesting a
        review by HR are outlined in the classification program information distributed each
        spring by HR. Reclassification requires a minimum five percent (5%) salary increase or
        movement to the minimum of the new salary range or skill level sub-range, whichever is
        higher. (Minimum percentage varies depending upon bargaining unit.) If bargaining unit
        MOU provisions are met, salary increase levels are not subject to the appeal process.

        In-Classification Progressions (Skill Level within Classification)
        The term “in-classification progression” refers to the movement from one skill level to a
        higher skill level within the same classification. In-classification changes occur when an
        employee’s position assignments or skills change significantly and, after submission to
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        HR for classification review, a determination is made by HR that the changes warrant
        movement to a higher skill level. Not all MOU’s have skill level progression, and not all
        job series have been converted to skill level progression. Please note that employee
        performance is not a determining factor in the classification process. As a result of a
        classification review, it may become apparent that additional compensation is warranted
        for a significant addition of responsibilities that did not warrant movement to a higher skill
        level within the classification. If this occurs, HR will consult with the program center
        manager and make a recommendation. Procedures for requesting a review by HR are
        outlined in the classification program information distributed each spring by HR. The skill
        level change requires a minimum five percent (5%) salary increase or movement to the
        minimum of the new skill level sub-range, whichever is higher. (Minimum percentage
        varies depending upon bargaining unit.) In making this determination, campus salary
        equity will be considered as a factor. If bargaining unit MOU provisions are met, salary
        increase levels are not subject to the appeal process.

        Salary Stipend
        A salary stipend is an amount in addition to the base pay and paid on a month-to-month
        basis for temporary special project coordination and/or temporary lead work assignments
        for employees in eligible classifications at predetermined rates (as identified in the
        collective bargaining agreement) as negotiated through the collective bargaining
        process. This salary adjustment should be used only when other options are not
        available. Some MOU’s provide for stipends for periodic special assignment or other
        reasons as defined in the MOU. A salary stipend may be no more than 10% of base pay
        according to the CSUEU MOU. To initiate a salary stipend request, the Program Center
        Manager shall submit a memorandum to the Vice President for Human Resources
        outlining the special project and/or lead responsibilities including the duration of the
        assignment and the recommended salary stipend. The request must be forwarded to
        the appropriate Vice President prior to submission to the Vice President for Human
        Resources. If the Vice President approves the request, it is submitted to the Vice
        President for Human Resources for final consideration and approval.

 IV.    ADDITIONAL COMPENSATION OPTIONS

        In-Range Progression
        An in-range progression refers to an increase to base salary within a salary range of a
        single classification or a sub-range of a classification with skill levels (for positions within
        CSUEU). Not all MOU’s allow in-range progression. (For details, please go to the
        Classification & Compensation website at http://www.csus.edu/hr/classification, and click
        on “In-Range Progression Guidelines” under “Salary Guidelines.”) In-range progression
        represents a permanent adjustment to base pay. It is used only when other
        compensation mechanisms are not appropriate or available. Normally, an in-range
        progression will be between three percent (3%) and five percent (5%).

        In-range progression requests may be made by a supervisor or manager by submitting a
        Request for In-Range Progression form, found at http://www.csus.edu/hr/forms.htm
        under Classification & Compensation, through the appropriate Vice President, to the
        Vice President for Human Resources.

        Employee initiated in-range progression requests shall be submitted to the appropriate
        administrator before being forwarded to Human Resources through the appropriate Vice
        President. CSUEU employees can file the request directly with Human Resources if an
        administrator has not forwarded the request to Human Resources within thirty (30) days.

        The determination of the appropriate compensation mechanism, percentage and final
        approval is made by the Vice President for Human Resources as the President’s
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        designee. If in-range progression is determined to be the appropriate vehicle, it is, in all
        cases, funded from the Program Center budget.

        One-Time Lump Sum Bonus Payments
        Depending on the specific collective bargaining agreement, other one-time lump sum
        bonus payments may be available for recruitment from off-campus, retention to campus,
        critical skills, and individual or group performance. Please consult Elizabeth Redmond,
        Interim Associate Vice President of Human Resources, if you are considering requesting
        bonuses for recruitment or retention. Program Center Managers (with the involvement of
        their Vice Presidents as determined by the Vice President) have authority to approve all
        requests for one-time bonuses for staff up to 4%. Program Center Managers may
        authorize a staff bonus for an employee by submitting a Request for Staff Bonus form,
        found at http://www.csus.edu/hr/forms.htm under Classification & Compensation, to the
        appropriate Vice President. These requests must be accompanied by a written
        justification from the Program Center Manager. These one-time bonuses are usually
        between one percent (1%) and five percent (5%) of an employee’s salary and will be
        based on pre-established guidelines and criteria found at
        http://www.csus.edu/hr/classification/. For non-exempt employees, all bonus awards
        must be stated as a percentage. For exempt employees, bonuses can be expressed as
        a flat dollar amount or a percentage. The Request for Staff Bonus form and attached
        justification will be sent to Human Resources for Payroll processing, logging and
        retention.

        The Vice President for Human Resources retains final approval authority, as the
        President’s designee, for bonus requests above 4%. In these cases, the Request for
        Staff Bonus form, accompanied by a written recommendation from the Program Center
        Manager, will continue to be forwarded through the appropriate Vice President to the
        Vice President for Human Resources for review and a decision. Bonus requests where
        special salary adjustments have occurred in the year previous to the current request will
        also be reviewed by Human Resources. Special salary adjustments include
        reclassifications, in-range progressions, prior bonuses, requests to hire above minimum
        and individual salary adjustments. It does not include negotiated general salary
        increases, merit pay, or service salary increases.

        In all cases, program centers are responsible for funding staff bonuses.


        NOTE: Managers who wish to request reconsideration of any salary adjustment
        decision may do so by memorandum to the Vice President for Human Resources
        within five (5) working days of notification of original decision.


                                                                                         Rev. 06/2009




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