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Classification and Compensation

Staff Compensation Programs

The following general information is provided to assist and inform managers and collective bargaining employees alike regarding the various compensation programs. Additional information can be found at the following:

CSU Salary Schedules

Collective Bargaining Agreement

IRP Guidelines

IRP Request Form

In-Range Progression (IRP) 

An In-Range Progression (IRP) is a permanent salary increase to a staff member’s base salary.  Such an increase is campus funded from departmental budgets and is made within the existing salary range established for the classification, or within the skill level sub-range for classifications with skill levels. An employee’s eligibility for an IRP is based on the criteria set forth in the Human Resources In-Range Guide and/or the applicable Collective Bargaining Agreement (CBA).

Human Resources will review the IRP Request Form and all supporting documentation submitted with the request and provide a response with a decision within 90 days of receipt.

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 skill level, is increased through the collective bargaining process. GSI’s are negotiated between the Chancellor’s Office and bargaining units and outlined in your collective bargaining agreement.

Bonus Plans

A bonus is a lump sum payment that is not a permanent increase to the base salary of the individual and may be granted at the discretion of the President, or as negotiated in the collective bargaining agreement. Refer to your respective collective bargaining agreement for additional information.


Several collective bargaining agreements provide criteria for a stipend, or temporary increase in an employee’s pay. A stipend is typically provided on a month-to-month basis for a specified time period.  For example, an employee may be eligible to receive a monthly stipend for certain special assignments, certifications, educational, temporary project coordination or lead work functions when assigned by an appropriate administrator.  Specific criteria are included in the applicable collective bargaining agreement. 

Process for Requesting a Stipend

If a MPP administrator/manager believes that an employee is eligible for a stipend (based on the on relevant CBA criteria), a written justification/rationale must be forwarded to Human Resources either through the PeopleSoft Employee Transaction Request via the online Fresno State Portal (HR Transaction module) or by submitting all required documents via email or hard copy. Employees who believe they may be eligible for a stipend are encouraged to review and discuss with their immediate MPP manager/supervisor. The decision of the appropriate administrator shall be final and shall not be subject to grievance procedures.

Shift Differential

Shift differential is additional pay an eligible employee receives when assigned by the appropriate MPP administrator/manager to work a qualifying shift. Additional information is included in the applicable collective bargaining agreement.