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Classification and Compensation

Classification & Compensation

 

CSUEU New Classification Mapping

As provided by Provision 20.5 of the Agreement between The Board of Trustees of the California State University and the California State University Employees Union (CSUEU), effective October 1, 2025, all CSUEU-represented employees will transition to a new salary step structure. As part of this transition, new classifications have been introduced to more accurately reflect the scope of employees’ roles for certain jobs. Additional information can be found on the Chancellor's Office Website. 

When a position is mapped into new classification, it has no affect or change to current job responsibilities; it is simply an assignment to the appropriate new classification within the new salary step structure. Official step placement has not yet been determined and is subject to Article 20.5.B of the CSUEU Agreement and the State of California’s final Budget Act of 2025.

Our office began notifiying employees being mapped into a new classification via e-mail on May 9, 2025 -- only impacted positions were sent notification. If you did not receive a notice, your classification will not change effective October 1, 2025.

For questions or requests for reassessment, please submit a Review Form to robrodriguez@mail.fresnostate.edu .

For more information, please refer to the Frequently Asked Questions. 

 

What is the Difference Between an In-Range Progression (IRP), an In-Class Progression (ICP) and a Classification Change?

Each Collective Bargaining Agreement outlines the specific requirements to submit an In-Range Progression.

If approved, you may receive an increase in pay within a salary range for a single classification, or within a sub-range of a classification that has skill levels.

For details on how to request an employee initiated or management initiated IRP please refer to the In-Range Progression Guide.

NOTE: CSUEU Units 2,5,7,9 and Teamsters Unit 6 no longer participate in the In-Range Progression Process. Employees within these units are not eligible to receive an in-range progression.

In-Range Progression Forms

Employee Initiated IRP Form

Unit: 1

APC Employee Initiated IRP Form

Management Initiated IRP Form

Units: 1, 4, 8, C99

How to Submit Forms

There are two options for submitting the IRP form:

  1. Electronically complete and sign the form via AdobeSign using the links provided above.
  2. Print and manually sign the form offered below. You can either drop it off in person or mail to the HR in Joyal 211, M/S JA41
    1. Employee Initiated IRP Request Form
      1. Once completed by Employee, please route to Appropriate Administrator (Non-Bargaining Unit Supervisor or Manager
      2. Needs to be reviewed and signed by AVP/Dean (Or Equivalent)
      3. Once all signatures are obtained, please route to Human Resources, Attn: Classification and Compensation
    2. APC Employee Initiated IRP Request Form
      1. Complete form and route to Human Resources, Attn: Classification and Compensation
    3. Manager Initiated IRP Request Form
      1. Once completed, please route AVP/Dean (Or Equivalent) for review and signature.
      2. Once all signatures are obtained, please route to Human Resources, Attn: Classification and Compensation

In-Range Progression Process Maps

Advancement or movement to a higher skill level and the corresponding sub-range within a classification that includes more than one skill level. Each skill level is assigned its own salary band. Examples of classifications include IT Series, AA/S Series and Confidential Office Support Series.

The MPP designated manager/administrator is responsible for setting a position’s responsibilities and duties based on campus and/or departmental needs. An incumbent employee does not by virtue of experience, education, length of service, loyalty or seniority determine the classification. It is the position, not the employee which is classified. Administrators are responsible for determining the accuracy of the information before submitting the description for review.

It is advisable to contact Human Resources to discuss the impact of planned changes in duties or assignments, especially in the case of a significant departmental or unit reorganization. Managers should be careful that requests for in-class progressions are not viewed as a "promise" to an employee regarding in-class progressions since that decision‐making process has been delegated to Human Resources.

A job evaluation that identifies the best fit for the majority or most critical aspects of the position’s work assignments and requirements.

The MPP designated manager/administrator is responsible for setting a position’s responsibilities and duties based on campus and/or departmental needs. An incumbent employee does not by virtue of experience, education, length of service, loyalty or seniority determine the classification. It is the position, not the employee which is classified. Administrators are responsible for determining the accuracy of the information before submitting the description for review.

It is advisable to contact Human Resources to discuss the impact of planned changes in duties or assignments, especially in the case of a significant departmental or unit reorganization. Managers should be careful that requests for reclassification are not viewed as a "promise" to an employee regarding reclassification since that decision‐making process has been delegated to Human Resources.