If you are reassigned, you will be performing work of a higher classification but in any case, you normally perform the work of a single classification at any one time. Sometimes, employees are asked to perform the duties of a lower skill level in the same classification and this is not a serious problem if it is a small portion of your duties. You should not, however, work in a "hybrid" (or as we call it, "Frankenstein") position with very different classification duties. This confuses evaluation pay, promotion, etc.

For Non-Exempt employees, the percentages of time described in the position description translate to the expected number of hours for that duty in the week. 40 hours is 100% of the time. If a duty takes more time than is listed in the position description, you can go back to the supervisor and ask for the amount of time to be adjusted - with all the percentages adding up to only 100%.

For Exempt employees, the percentages of time described in the position description still describe the expected time for the task (since there is an assumption that the 40 hour work week is the norm) and also represent priorities. While work hours may vary, if a small percentage item is taking a large percentage of the time, that is a good reason to discuss work load with your supervisor.

First, request a current position description from Human Resources. This is a part of your official personnel file. Review it and make notes of needed changes. Then talk with your supervisor about the position description and the changes and create a new and agreed upon position description to send to Human Resources.

Position descriptions may include this verbiage but (a) it should be a very small percentage of time (usually 5%) and (b) it refers to work of a similar nature to the other specific duties in the position description. It is a place-holder for things that occur infrequently but not an excuse for being assigned any sort of work.

If you are working out-of-class for a limited period of time, you should seek reassignment pay under Article 17. If you are permanently working out-of-class then you should request a reclassification under Article 9. It is important to make a request for either reassignment or reclassification as soon as the work is assigned to protect your right to back pay.

Sometimes position descriptions fall out of synch with actual duties. This can be caused by "job creep" (getting more work and higher skilled work) and is especially prevalent when old jobs are not filled. It is important to have it accurate because it is used for evaluation, promotion, etc.

The CSUEU contract describes assignment and reassignment in Article 17. The union contract requires that all employees have an up-to-date position description and that it accurately reflect your duties and classification. It normally describes each essential duty and the percentage of time it requires. It usually includes a description of the effort (mental or physical) required for the work.

Article 17 also includes a provision for reassignment. Reassignment is when you are assigned the work of a higher skill level or classification for a limited period of time. The reassignment should be in writing and can last no longer than 18 months (12 if you do not agree to an extension of the reassignment). You must be paid for the higher level work from the date you start and it is a minimum of 5% or the bottom of the higher pay range, whichever is higher.

A classification standard is a statewide description of the type of work performed by all employees in the classification, while a position description describes the work you specifically perform. Not every duty in the classification standard must be performed. All duties in the position description should fall within the classification standard. Classification standards are available at the Chancellor's web site.

The union contract provides for campus increases which are not tied to the systemwide increases. These increases are permanent (In-Range Progression, reclassification, In-Class Progression) or temporary (lead stipends, project stipends, on-call pay, bonuses and reassignment).

• Permanent Increases
• In-Range Progression - Movement within your current pay range based on enhanced skills, retention, equity, performance, new and permanent lead work, or other criteria (see 20.40).
• In-Class Progression - Movement between skill levels of the same classification based upon permanent assignment of higher skill level responsibilities (see 9.25).
• Reclassification - Promotion to a new classification based upon permanent assignment of higher skill level responsibilities in a different classification or recruitment into a posted higher-level position (see 9.26).
• Temporary Increases
• Reassignment - Basically the same as In-Class Progression or reclass but on a temporary basis (see 17.4).
• Stipends - Employees are paid stipends if they are temporarily assigned lead duties for other employees (including students and foundation employees) or project coordination or are required to be on-call (see 20.42).
• Bonuses - A lump sum payment for performance on an individual or group basis, recruitment, retention, or critical skills (see 20.38).

Prior to 1996, all employees were expected to reach the top of the pay range through annual step increases. This 100% became only 1% when steps were unilaterally eliminated by the CSU Chancellorís Office in bargaining. Restoration of the step system and funding is a major goal for union negotiators.

The criteria for In-Range Progression are almost the same for bonuses. The same documentation would be useful. If the reasons for the increase involve permanent changes, then the employee should request IRP; if the reasons are short-term, then bonuses are appropriate.

Reclassification and In-Class Progression use the same process. An employee requests a reclassification review and a classifier in Human Resources reviews the current position. The classifier is expected to review the assigned duties against the duties listed in statewide classification standards to determine the correct classification for the duties.

Unlike IRP and bonuses, reclassification and In-Class Progression are not discretionary. If an employee is working out-of-class on a permanent basis, then the employee must be reclassified or the duties must be removed.

On the statewide level, we must all work for a contract that restores step increases and provides cost of living increases. On the local level, we can encourage the Campus President to set aside funds for IRP and bonuses in the campus budget and work with Human Resources to create objective and transparent procedures for reclassification and In-Class Progression. The most important element in all of these is an educated and active work force.

Procedures for the campus are posted on the Human Resources web page. Either employees or supervisors may request an IRP for an employee. There are two requirements - merit and funding.Merit is based on the criteria listed in 20.40. Some suggestions for proving merit:

• Enhanced skills - Documentation of training or new higher-skilled assignments that are now a pat of your regular job duties. This may also be documented in your performance evaluation.
• Retention - Other job offers or job postings by other employers which show higher pay for similar duties.
• Performance - Consistently high scores on performance evaluations, letters of commendation and thanks, documentation of a project well done.
• New lead duties - Documentation of new employees (including students and foundation employees) who are assigned to someone who has not had lead duties before.
• Project coordination - Documentation of new projects which require special attention or effort.
• Equity - This is determined by Human Resources and is based on whether you are paid substantially less than other employees in your classification with your same service history.

Funding is based on available funds in the department or unit. There are no campus funds specifically devoted to In-Range Progression.