In-Range Progression (IRP) Workshop

1. In-Range Progression (IRP) Workshop Thursday June 20, 2013 CSU, Northridge CSUEU 2579

2. Agenda • Welcome & Introductions • Process Overview • Preparation • Submission • Evaluation • Considerations • Resources • Q&A • Clinic

3. Process Overview Preparation Submission Evaluation Considerations

4. Process Overview • What is an In-Range Progression (IRP)? • An increase in salary within a salary range or sub-range, but is not a movement to a higher skill level. (CBA 2.18) • How does it work? • Each campus develops a process and form that meets all the criteria in the contract. (CBA 20.24) • Process is either employee or manager initiated. • Process is based on available funding. • Preparation, Submission, Evaluation, Review

5. Preparation – Steps • Here are the steps for preparing an In-Range Progression: • Review job description and identify necessary updates. • Review Classification & Qualification Standards. • Review previous performance evaluations. • Review reasons (next slide) to determine eligibility. • Work with your appropriate administrator to update job description and prepare the IRP request form.

6. Preparation – IRP Reasons • What reasons are valid for an IRP? • Assigned application of enhanced skills • Retention • Equity • Performance • Out-of-classification Work • Increased Workload • New Lead Work / Project Coordination • Other

7. Preparation – Tips • Take the time to review your job description, the classification and qualification standards, and your performance evaluations. This will help determine if you qualify for an IRP or not. • Be honest about whether you qualify or not. This can be a long process involving work by many individuals, both managers and fellow Union members. • If you are doing a lot of out-of-classification work, you may need to request a reclassification instead.

8. Procedures to obtain an IRP? • Requests can be made by either the employee or supervisor and shall be submitted to the appropriate administrator before being forwarded to Human Resources • If an administrator has not forwarded the request to Human Resources within thirty (30) days, the employee can file the request directly with Human Resources. • Review performed by Human Resources within 90 days.

9. Procedures to obtain an IRP • Pay increases are required to be retroactive to at least the pay period after the request. • Decisions are not grievable.

10. Submission • Your administrator has 30 days to review your IRP request and to submit to Human Resources. • If the appropriate administrator has not forwarded the request to Human Resources after 30 days, the employee should file the request directly with Human Resources. • If an IRP is denied solely due to a lack of funds, the employee can request to have it evaluated next fiscal year. • An employee must wait 12 months after receiving a decision on an IRP before resubmitting (except as above).

11. Evaluation • Human Resources has 90 days to review and make a decision. The response must be in writing. • An IRP can be denied for funding alone. • An approved IRP shall be at least a 3% salary increase. • The decision is final, has no appeal, and cannot be grieved. • HOWEVER, the process can be grieved if the terms of 20.24 are violated: for instance: blown timelines, less than 3%, or failure to review in new fiscal year.

12. Considerations • A successful IRP is well researched, well written, and prepared with your administrator. • IRPs cannot be resubmitted for 12 months after receiving a response. • IRP’s can be denied for funding alone and the decision is final. If denied for funding alone, it is automatically reconsidered in the next fiscal year. • A reclassification may be more appropriate based on the review.

13. Chancellor’s Office website: Acquisition of new/enhanced skills directly related to the employee’s current position that does not warrant a change in classification/skill level OR, significant increase in responsibility/duties on an ongoing basis that does not warrant a change in classification/skill level OR assignment of “lead” or project coordination responsibilities on an ongoing basis. • What skills have been acquired and/or enhanced? • Are these new/enhanced skills critical in carrying out the requirements of the position?

14. Chancellor’s Office Website, Con’t • Are the enhanced skills applied in an effective and productive manner, thus adding value to the University? • Are they on-going, not temporary? • Will the duties of the position include on-going lead or project coordination responsibilities, not included in the classification standard?

15. Resources • CSUEU Contract • http://www.csueu.org/Bargaining/Contract/tabid/570/Default.aspx • CSU Classification & Qualification Standards • http://www.calstate.edu/HRAdm/Classification/index.shtml • CSU, Northridge IRP Procedures & Form: • http://www-admn.csun.edu/ohrs/compemp/class_comp_guidelines.html • http://www-admn.csun.edu/ohrs/compemp/forms/irp_request_form_2011.doc

16. CSUEU, CSU, Northridge Officers: • Hai-Ling Tang, Chapter President • Jennifer Elliott, Chapter Vice President • Veronica Silva, Chapter Treasurer • Stacey Schaaf, Chapter Secretary • Guadalupe Gamboa, Unit 2 • Donna Dodrill, Unit 5 • Mariana Saavedra, Unit 7 • Jillian DaCosta, Chief Steward, Unit 9 • Silvia Freiberg, Organizing Chair

17. Q&A

18. Clinic