In-Range Progression: Eligibility

• Permanent funding for the salary increase must be available.
• Employee’s performance must be documented at satisfactory or above.
• Employee must not have received previous classification or compensation action based on the same criteria.
• Employee should have served at least one year in the position.
• Employee should not have received a previous discretionary salary increase or lump-sum bonus within the same fiscal year.
• Employee must meet one of the following criteria to be eligible for an IRP. Supporting documentation must be included with the In-Range Progression Request Form:
  • CSUEU
    • Equity
      ·Internal - please provide organizational chart as well as names, classification & salary data of employees performing similar jobs in work unit and/or on campus.
      ·External - provide salary data from relevant surveys and/or applicable job postings.
    • Assigned use of new, higher level skill that will be a permanent, essential, and significant part of the position, but that does not require a change in classification or skill level – please provide proposed, unsigned Position Description highlighting the new skill requirement (Note: skill is not necessarily newly acquired by the employee; it is newly required of the position).
    • Ongoing lead work or project coordination outside of classification - please provide proposed, unsigned Position Description highlighting the new lead duties or ongoing project coordination (Note: supervision of student workers is not considered to be lead work).
    • Retention – please provide documentation of job offer from outside of the University that pays above current salary; please also provide a memorandum regarding the consequences to the University of losing this employee, as well as any information as to how hard this position may be to fill or regarding the employee’s unique knowledge, skills or abilities (Note: the University does not award IRPs for retention when the competing offer comes from within the University; IRPs for retention require a signed statement by the employee committing to 12 months of future employment at the new base salary).
    • Performance – please provide a memo describing how the employee’s performance exceeds that expected of all University employees and how this meritorious performance has contributed to achieving mission-critical goals for the Department, College or University.
  • APC
    
    • Equity – (please see above).
      
    • New skills or duties – (please see above entry for new skills) also includes higher level responsibilities that have been permanently assignment to the position..
      
    • Extraordinary performance – (please see above).
  • SETC
    
    • President’s discretion – provide memorandum explaining justification for an IRP (Note: performance is specifically excluded as a justifying criterion for SETC employees).
  • SUPA (step or half-step increases as determined by the President).
    
    • Increased skills or responsibilities; equity or extraordinary performance – provide memorandum relating the details of the step or half-step increase.
  • Confidential
    
    • President’s discretion – provide memorandum of rationale for IRP.