Frequently Asked Questions
Classification
Where do I find information on classifications and related responsibilities?
Consult the campus HR classification website and the CSU’s site.
What impact will the 3-year review cycle have on the classification/salary status of my staff?
The impact is unknown until HR staff study the positions in your area. The impact may be: none, classification change or in-range progression.
Is it possible to promote my employee to a higher level position in her current classification series?
Yes. In CSUEU there are skill levels in some classifications. If duties have changed the position description should be updated and a review should be requested. If it is determined that a new skill level is appropriate, an In Class Progression should be pursued.
Is it possible to change an employee’s job classification from one classification series to another?
Yes. If the job has changed, the position description should be updated and a review should be requested. If the job has changed so much that there may not be any duties of the previous job in the position description, HR staff may ask if this is really a new job and should be posted. But this does not happen very often.
Who can I talk with about potential classification or salary issues?
First, contact HR’s Classification/Compensation specialists, and then contact Division HR coordinator, Paulette Blumberg.
Compensation
Is there a way to get a permanent salary increase for my staff employee based on equity or performance?
Yes, via In-Range Progression. The process is on the HR web page under Compensation/Classification. Performance must be extraordinary.
How can I get a temporary salary increase for my staff employee who is taking on additional responsibilities for a short period of time?
Stipends can be considered for special projects for CSUEU or Unit 8 employees.
What are the options to give a manager who reports to me a pay increase?
Options are identified in the document found at: http://hr.fullerton.edu/Classification/Pres%20MPP%20Comp%20Memo%2010_04.pdf
Is there a way compensate employees who have assumed additional responsibilities over time?
Yes, update the employee’s position description and request a classification study by HR staff.
Where can I find information on salary ranges?
See the CSU salary schedule.
Reassignment
How can I assign an employee to a vacant position in my department?
If it would be a promotion in the same series?
To comply with collective bargaining agreements, a recruitment or classification review would normally be required. A temporary assignment of up to 18 months may be possible if qualifications are met.
If it would be a lateral move?
The appropriate administrator (per delegation of authority) may approve such an assignment.
If the promotion is to a different series?
See response to a. above.
Is it possible to transfer an employee from one unit in my department to another for professional development purposes?
Yes. Management can have a reorganization of their area, but if you are requesting a temporary reassignment for an employee to a vacant position, that is a different classification; the employee must be qualified and the Collective Bargaining Agreements (CBAs) must be followed. So, vacant positions need to be posted and recruitments need to be undertaken.
What are the options for my staff or managers to learn about processes/operations in other departments or divisions?
Short-term assignments and projects may be negotiated with managers in other divisions. Job-shadowing, informational interviews and service on another division’s task force are other possibilities. Specific interests combined with a creative approach and conversations with key individuals can open doors to a range of possibilities.
How do I establish cross-training opportunities for staff in my area?
Training worker A to do the task that worker B does and training B to do A's task is cross training. Cross training provides employees with opportunities to learn new skills, makes them more valuable, and can combat worker boredom. Cross training is beneficial for work units because it provides more flexibility in managing the workforce to get the job done.
Any questions about training that might fall outside of the employee’s classification should be directed to HR classification staff.
Temporary Experiences
What options do I have if I need to fill in for someone who is off for an extended period?
Hire a temporary employee or give pieces of the job to others in the department and request stipends for the employees.
What policies/contract provisions cover temporary or out of class assignments?
The CBAs
How can we provide temporary growth opportunities to staff, within the same classification series or into another classification series?
Temporary growth opportunities can include cross-training, job shadowing, committee and task force assignments, and professional association conferences and workshops. Short-term assignments can provide learning opportunities particularly if they are structured with clear assignments and expectations of accountability.
How can I help staff with interest and potential in management gain managerial experience?
Participation in a mentor program can be beneficial for upward mobility. Job shadowing is an activity that enables a person to spend some time observing a professional on the job. Academic coursework may be appropriate in some situations. Encourage informational interviewing, which involves talking with people who are currently working in the field to gain a better understanding of an occupation or industry -- and to build a network of contacts in that field. Assign Lead duties, encourage employee to enroll in training and professional development opportunities.
The CSU has a relatively new management intern program that might be appropriate in some circumstances.