Administration & Finance
LaCora Ayala / Interim Director of Classification & Compensation, Associate Director of Compliance and Budget / (415) 405-4039 / firstname.lastname@example.org
Friday, January 1, 1999
Saturday, September 1, 2007
To provide an overview of the compensation options available for staff positions that are covered by collective bargaining agreements, the processes for initiating compensation changes for staff positions, and the criteria for determining appropriate compensation.
It is the philosophy of San Francisco State University (SFSU) and the California State University System to maintain an equitable and consistent compensation program. SFSU recognizes job skill requirements, individual performance, contribution to group or team goals, internal and external equity in compensation determinations. The purpose of this policy is to provide an overview of the compensation options available for staff positions that are covered by collective bargaining agreements, the processes for initiating compensation changes for staff positions, and the criteria for determining appropriate compensation. Additional information regarding salary calculations and conversions is available at the end of these guidelines.
These guidelines apply to all staff employees covered by collective bargaining agreements. 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.
Level of pay for initial appointments 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, 5) equity with similar positions within the unit and 6) equity with external labor market salary rates.
For initial appointment to a staff position, selected candidates are usually appointed within the first quartile of the service salary range of the classification to which they are appointed. When it is necessary to appoint a candidate at a salary rate above the first quartile of the service salary range, the Dean/Director shall submit a written request to the Human Resources Department with justification relating to the factors.
Within the first quartile of the salary range - the Dean/Director makes the determination;
Within the second and third quartile of the salary range - written justification by the Dean/Director and approval of a Human Resources administrator is required;
Within the fourth quartile of the salary range - written justification from the Dean/Director, endorsement by a Human Resources administrator and approval by the Cabinet Level Officer is required.
Refer to the information at the end of this document for assistance with calculating quartiles within salary ranges.
A reappointment is an extension of a temporary appointment beyond the original appointment date. When an employee is reappointed to a temporary position, the Dean/Director may grant a salary increase based on performance. To initiate a salary increase at the time of reappointment, the Dean/Director shall indicate the new salary (amount in accordance with collective bargaining agreement) on the ETRAC with the performance rating noted in the "Notes" section and submit the performance evaluation to the Human Resources Department. Normally, a 3% to 10% salary increase may be granted for a reappointment.
An honorarium is a one-time payment for a special lecture/seminar given by an individual for a specific class or instructional program under the direction of a University faculty member or administrator or a special activity in support of the academic program. Such an assignment for a University employee must be outside the normal duties and responsibilities.
General Salary Increase (GSI) (applies to all Units):
A GSI is a salary increase provided "across-the-board" to all employees when the salary range within the classification is increased through the collective bargaining process. The GSI is not discretionary and is automatically implemented by the California State University normally effective July 1 for eligible employees.
Performance Based Salary Programs (applies to Units 1, 4, 6, 8):
A Performance Based Salary Increase (PBSI) is a discretionary salary increase available when negotiated through the collective bargaining process, that is granted for exceptional performance, as documented in the performance evaluation, up to the maximum salary rate of the Performance Range. Normally, when approved, a salary increase of 1% - 5% is granted in the annual PBSI cycle, funded through the state budget. A PBSI may be provided through campus funds in accordance with collective bargaining provisions.
The annual PBSI cycle is contingent upon collective bargaining negotiations and the adoption of the state budget and is usually initiated following the completion of annual performance evaluations in May and June. The annual PBSI adjustments for employees are normally effective July 1st.
Merit Salary Increase (MSI) (applies to Units 2, 5, 7, 9):
A MSI (applicable only to CSUEU) is a salary increase within a salary range based upon an overall annual performance evaluation rating of satisfactory or higher. The overall rating is based on a review of all performance evaluation categories. Employees with an overall rating below satisfactory or less than twelve (12) months of campus service are ineligible. A MSI granted during the annual MSI cycle, when available as negotiated through the collective bargaining process, will be calculated by HR based on the funding allocation and the overall performance rating, unless denied based upon performance. A report will be sent to Deans/Directors each month by HR listing eligible employees.
Merit Service Increase (MSI) (applies to Unit 4)
A MSI (applicable only to APC) is a salary increase within a salary range for Unit 4 employees who have completed 1 year of qualifying service as of June 30 and have received an overall rating of satisfactory or above on their performance evaluation for the period immediately preceding the award. The MSI is calculated by HR, when available as negotiated through the collective bargaining process.
In-Range Progression (IRP) Salary Increase (applies to Units 2, 4, 5, 6, 7, 9)
The IRP is a discretionary salary increase of at least 3.0% and normally not to exceed 10% within a salary range or subrange granted for the following reasons, including but not limited to: increased responsibilities, critical skills, market or pay equity, retention, and exceptional performance.
Long Term Satisfactory Bonus (LTSB) (applies to Unit 4)
The LTSB is a one-time bonus equal to approximately 5% of the annual salary earned granted to Unit 4 employees who have completed 10, 15, 20, 25, etc. years of continuous qualifying service on campus. The LTSB is processed by HR twice each year after December 31st and June 1st for those Unit 4 employees who have met the criteria for qualifying service on campus during the preceding six (6) months.
Lump Sum Bonus (LSB) (applies to Units 2, 4, 5, 6, 7, 9; and 8 only if at maximum of salary range):
The LSB is a one-time bonus normally up to 10.0% of an employee's annual salary. An LSB may be granted to an employee below the maximum of the salary range for individual or group performance, critical skills or other special circumstances which may include recruitment and retention. An LSB may also be provided to an employee who is being paid at the top of the salary range (performance maximum) to recognize outstanding contributions. The payment of the LSB is a single payment and does not increase the base salary of the employee. The LSB may be funded from the annual PBSI cycle allocation or at other times from department funds if allowed by collective bargaining agreement. An LSB may also be granted through the collective bargaining process and implemented automatically by the CSU.
Service Salary Increase (SSI) (applies to Units 2, 5, 7, 8, 9):
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. The SSI will be implemented unless the Dean/Director initiates a request to deny/stop the adjustment. The Dean/Director shall receive a monthly report from the Human Resources Department of employees in their units eligible for a SSI during the upcoming pay period. To initiate a denial, the Dean/Director shall address a memorandum to the employee providing notice of denial and attach a completed performance evaluation detailing the performance areas falling below expectations with a plan for improvement. A copy of both documents shall be submitted to the Human Resources Department for the Official Personnel File at least two (2) weeks prior to but not later than the anniversary date.
Extended Performance Increase (EPI) (applies to Unit 6):
An EPI is a salary increase provided to employees who have completed 12 years of qualifying pay periods at the CSU; whose overall performance has been rated satisfactory or better for the previous five years and have no disciplinary action for the previous 5 years. Human Resources shall send an eligibility listing to Plant Management for authorization and shall implement EPI increases in accordance with negotiated timelines.
CLASSIFICATION AND SKILL LEVEL CHANGES
Level of pay for salary adjustments resulting from changes in appointment including reclassification, skill level change, promotion, reassignment, stipend and demotion, must be based on established criteria to maintain program integrity. The salary rate established for a position is based on the level of skills required in the position and the level of skills possessed and demonstrated by the employee.
Promotion (applies to all Units)
A promotion is defined as a change of appointment to a classification with a higher salary range as a result of a recruitment process. A 5% salary increase or minimum of the new salary range is granted in the new classification. The Dean/Director may recommend a higher salary increase, normally no more than 10%, with justification based on the criteria outlined and approval by a Human Resource manager. A salary increase of more than 10% (unless necessary to reach minimum of salary range) requires Cabinet Level Officer approval.
Reclassification or Skill Level Change (applies to all Units)
A reclassification is defined as a change in a current position to a classification or skill level with a higher salary range, as a result of a change in job and skill requirements. A 5% salary increase or minimum of the new salary range or skill level is granted. The Dean/Director may recommend a higher salary increase, normally no more than 10%, with justification based on the criteria outlined in as well as special skills and experience.
Reassignment (applies to all Units)
A reassignment is a change in position or assigned duties for an employee and may be temporary or permanent. If the reassignment is to a classification or skill level with a higher salary range, a 5% salary increase or minimum of the new salary range or skill level is granted.
Lateral Reassignment (applies to all Units)
A lateral reassignment is a change of appointment to the same or another classification or skill level with the same salary range. Normally, the same salary is retained as that held in the previous classification or skill level unless documentation reveals a higher level of authority and responsibility or increased skill level requirements in the new position.
Salary Stipend (applies to Units 2, 5, 7, 9)
A salary stipend is an amount up to 10% added to base pay and paid on a month to month basis for special project coordination and/or lead work assignments over and above the regularly assigned duties or when required to maintain contact with the campus outside normal work hours on a regular basis. To initiate a salary stipend, the Dean/Director shall submit a memorandum to Human Resources outlining the special project, lead responsibilities, or requirement for campus contact including the duration of the assignment.
Special Assignment Stipend (applies to Unit 8)
Employees in Unit 8 may be provided with one stipend for a special assignment at a predetermined monthly rate. To initiate the special assignment, the Chief of Police forwards a memorandum to the Human Resources Office describing the rationale for the stipend.
Demotion (applies to all Units)
A demotion is defined as a change from a current classification or skill level to a classification or skill level with a lower salary range. The salary is established by determining the rate to which the employee would have been entitled had he/she been in the previous classification.
MISCELLANEOUS SALARY INCREASES
Market Equity Increase (applies to all Units)
A Market Equity Increase is a salary increase applied to selected classifications as negotiated through the collective bargaining process based upon an analysis of comparable labor market positions. Market Equity Increases are implemented automatically by the CSU.
Educational Achievement Bonus (applies to Unit 4)
An Educational Achievement Bonus is a lump sum bonus provided to employees who receive a master's and/or doctoral degree from an accredited academic institution, as negotiated through the collective bargaining process. Notices to submit verification of academic achievement are distributed to employees once each year by Human Resources.