FAQ – IN-RANGE Progressions at San Diego State University

February 25, 2014 in Campus News

What was President Hirshman’s $400,000 for career advancement?

• President Hirshman met with employees and union representatives and set aside $400,000 for career advancement in the 2014/2014 Fiscal Year.  This money was primarily for In-Range Progressions (IRP).

What happened to the money?

• The budget officers of the divisions (Academic Affairs, Student Affairs, Business Affairs) took the money and held it up through “special” procedures and forms and unilateral changes to policy.  One their worst changes was to forbid any increases based on performance – no matter how well you work, you cannot earn an IRP.
• The division procedures also created additional delays in IRP reviews.  The union contract guarantees a 90 day turn-round but only after Human Resources receives the form.  When the divisions hold onto requests for months, those days are not counted for the deadline.
• As of February 2014, much of the money for IRP remains unallocated.  The divisions are still deciding how they will distribute it and not encouraging employees to apply.

What is the Union doing about it?

• CSUEU has demanded that the divisions stop placing obstacles in the form of special procedures and delays.
• CSUEU will file an Unfair Labor Practice (ULP) on the unilateral change to performance-based IRP’s.

What about Human Resources’ review of my IRP?

• We are discussing HR’s standards for IRP reviews.  We have pointed out that they must use objective standards, not subjective judgments.  When your workload increases, it is a matter of fact, not opinion.  When your position description adds new responsibilities, that is proof of new duties and enhanced skills.

How can we make a difference?

• Sign the Union’s Petition on IRP Fairness.  Show your support for fair distribution of President Hirshman’s career advancement funds and reform of the IRP program.
• Participate in workshops and town halls.  The Union has called on Human Resources to meet with average employees in open meetings to discuss IRP and classification standards.  The best university deserves the best employees – reward performance, service and skill.