Contents
Cal Poly Pomona

In-Range Progression Guidelines and Procedures


 

Cal Poly Pomona
In-Range Progression Guidelines & Procedures
CSUEU (Units 2, 5, 7 & 9), APC (Unit 4), SETC (Unit 6), and SUPA (Unit 8)

Guidelines

The in-range progression salary increase is a discretionary increase within a salary range or subrange of a classification. For Units 2, 5, 7 & 9, 4 and 6 the in-range request may be employee or manager initiated. Employees in Unit 8 cannot initiate an in-range progression request; it must be initiated by the HEERA Manager.  Employees in Units 2, 5, 7, & 9 cannot submit an In-Range Progression request more frequently than 12 months from the previous request.


This increase can be no less than 3% (for CSUEU), but generally no greater than 5% and is funded through the submitting department's budget. For Unit 8, the employee's new base salary requires a half-step or full step base salary increase and the new salary must be set at a step rate on the CSU Salary Schedule. The new salary cannot exceed the maximum for the current classification's salary range.


The in-range progression increase is not to be used to reward performance of added duties which are of a temporary nature, but rather permanent changes to the job. The in-range request can be denied due to documented performance issues.
For specific language contained in each union agreement, please refer to the applicable collective bargaining agreement.

Justification(s)

In-Range Progression increases may be granted for (but not limited to):

    • assigned application of enhanced skill(s)
    • internal/external equity issues
    • performance of more complex work
    • added responsibilities that are significant but not enough to warrant reclassifying the position to a higher level
    • performance on an ongoing special project
    • business necessity
    • addition of lead responsibilities
    • retention purposes - for key positions
    • extraordinary work performance (except for Unit 6)

Procedure

  1. Complete the In-Range Progression Form ( an updated position description must be attached if justification is based on additional responsibilities)
  2. Route through the appropriate HEERA manager for review, comment and signature
  3. Obtain Vice President approval on the In-Range Progression Form
  4. Forward signed In-Range Progression Form (and position description if attached) to the Manager, Employment and Compensation

If the appropriate administrator does not support the granting of this increase, the paperwork should still be submitted to the Manager, Employment and Compensation.


An In-Range Progression review will be completed within ninety (90) days after the request is received in Human Resources.  Once the In-Range Progression is approved, Human Resources will distribute a copy of the In-Range Progression to the employee, HEERA Manager, Payroll Services, and Budget Services.  If an In-Range Progression increase is denied, Human Resources will prepare a notification letter to the employee and/or manager depending upon who initiated the request. The decision to award or deny an In-Range Progression increase shall be final and is non-grievable. Questions regarding these guidelines and procedures can be directed to the Manager, Employment and Compensation.

(Procedures Last Updated: 3/3/08)

Form

In-Range Progression Form