In-Range Progression (IRP)

Employees in the following collective bargaining units are eligible to receive an IRP:

• UAPD (Unit 1)
• CSUEU (Units 2, 5,7 & 9)
• APC (Unit 4)
• Teamsters (Unit 6)
• SUPA (Unit 8)

• Units 1, 2, 4, 5, 6, 7 & 9: The IRP request may be employee or manager initiated (Note: Employees in Units 1, 2, 4, 5, 6, 7, & 9 cannot submit an IRP request more frequently than 12 months from the previous request, unless the initial request was denied due to budget or financial reasons.)
• Unit 8: The IRP request can only be manager initiated - employees cannot initiate the request.

• Units 1, 2, 4, 5, 6, 7 & 9: The requested IRP percentage increase can be no less than 3%, and is funded through the submitting department's budget.
• 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.

IRP requests may be granted for (but not limited to) the following justifications:

• Assigned application of enhanced skill(s) (Units 1, 2, 4, 5, 6, 7, 8 & 9)
• Retention purposes for key positions (Units 1, 2, 5, 6, 7 & 9)
• Internal/external equity issues (Units 1, 2, 4, 5, 6, 7, 8 & 9)
• Work performance (Units 2, 4, 5, 6, 7, 8 & 9)
• Added responsibilities that are significant but not enough to warrant reclassifying the position to a higher level (Units 2, 4, 5, 6, 7 & 9)
• Addition of lead responsibilities or new project coordination functions given to an employee on an on-going basis by an appropriate administrator where the classification standard/series do not specifically list lead work as a typical duty and responsibility (Units 2, 5, 6, 7 & 9)
• Increased workload (Units 2, 5, 6, 7 & 9)
• Long-term service (Unit 6 only)

The IRP 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 can be denied due to documented performance issues.

Please include the following supporting documentation based on the selected justification for requesting this IRP:

Step #1: Complete In-Range Progression (IRP) Request Form (PDF). (Note: Unit 6 employees should complete the In-Range Progression (IRP) Request Form - Unit 6 (PDF).)

Step #2: Gather all the applicable supporting documents.

• To initiate the process of revising Job Description, please log in to our new Job Description platform JDXpert. Tutorial on how to use JDXpert has already been assigned to you in CPP Learning, which you can access through MyCPP.
• On JDXpert, for "Type of Request" please select "In-Range Progression" from the drop down menu.

Step #3: Send both the IRP Form and the applicable Supporting Documents to the appropriate administrator (e.g. HEERA Manager).

Step #4: The administrator should submit IRP Request Form with applicable Supporting Documentation to Classification and Compensation via Smartsheet. (Note: If the appropriate administrator does not support the granting of this increase, the paperwork should still be submitted to Classification and Compensation).

Step #5: Classification and Compensation will review within ninety (90) days after the request is received and provide a recommendation to the divisional Vice President for approval and signatures. 

Step #6A: If the request is approved, Classification and Compensation will distribute a copy of the In-Range Progression to the employee, HEERA Manager, Payroll Services, and Budget Services. The employee will also receive an automated notification from smartsheet of their approved percentage. Simultaneously the employee will also receive a notification for acknowledgement from JDXpert for their updated Job Description. 

Step #6B: If the request is denied, Classification and Compensation will prepare a notification letter to the employee and/or manager, depending upon who initiated the request. (Note: If the request was denied solely due to lack of funds, upon employee’s request, the in-range progression application shall be re-evaluated the following fiscal year.)

The employee will also receive an automated notification from smartsheet of their approved percentage. Simultaneously the employee will also receive a notification for acknowledgement from JDXpert for their updated Job Description.

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 Classification and Compensation.

Step #1: Complete In-Range Progression (IRP) Request Form (PDF). (Note: If you are submitting on behalf of a Unit 6 employee, please complete the In-Range Progression (IRP) Request Form - Unit 6 (PDF).)

Step #2: Gather all the applicable supporting documents.

• To initiate the process of revising Job Description, please log in to our new Job Description platform JDXpert. Tutorial on how to use JDXpert has already been assigned to you in CPP Learning, which you can access through MyCPP.
• On JDXpert, for "Type of Request" please select "In-Range Progression" from the drop down menu.

Step #3: Submit IRP Request Form and any applicable Supporting Documents to Classification and Compensation via Smartsheet.

Step #4: Classification and Compensation will review within ninety (90) days after th request is received and provide a recommendation to the divisional Vice President for approval and signatures. 

Step #5A: If the request is approved, Classification and Compensation will distribute a copy of the In-Range Progression to the employee, HEERA Manager, Payroll Services, and Budget Services. Simultaneously the employee will also receive a notification for acknowledgement from JDXpert for their updated Job Description.

Step #5B: If the request is denied, Classification and Compensation will prepare a notification letter to the employee and/or manager, depending upon who initiated the request. (Note: If the request was denied solely due to lack of funds, upon employee’s request, the in-range progression application shall be re-evaluated the following fiscal year.)

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 Classification and Compensation.