Fillable fresno state In-Range Progression Request Form

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fresno state In-Range Progression Request Form

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Revised 2.17.17
In-Range Progression Request Form
INSTRUCTIONS:
An IRP request may be submitted by either the employee or the employee’s Appropriate Administrator (non-bargaining
unit supervisor or manager). Represented employees may have the right to submit an employee-initiated request.
Complete PART I of this form and submit to the Appropriate Administrator for signature. Once the Appropriate
Administrator has signed the request, he/she submits directly to Human Resources (HR). APC (Unit 4) employees may
submit the request directly to HR and additional signatures required in PART II will be obtained by HR.
PART I
Request initiated by: ☐ Employee ☐ Manager Date:
Employee Name: Employee ID:
Department: Division/College:
Classification:
Please identify the reason for the In-Range Progression (IRP) request by checking the appropriate box: For
more information on eligibility criteria, please see Appendix A as additional information may be required to process the
request.
(UAPD – Unit 1) Union of American Physicians and Dentists: Represented employees shall submit their requests
to their Director/Administrator. In the event that the administrator does not forward the request to HR within
thirty (30) days, the employee can file the request directly with HR.
Assigned application of enhanced skill(s)
Retention
Equity
(CSUEU – Unit 2, 5, 7 & 9) California State University Employees Union: Represented employees shall submit
their requests to their appropriate administrator. In the event the administrator does not forward the request to
HR within thirty (30) days, the employee can file the request directly with HR.
Assigned application of enhanced skill(s)
Retention
Equity
Performance
Out-of-classification work that does not warrant a reclassification
Increased workload
New lead work 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 or responsibility
Other salary related criteria
(APC – Unit 4) Academic Professionals of California: An employee or manager may initiate an IRP Request.
Employee-initiated requests shall be submitted to HR, and do not require manager review for submission.
Increased responsibilities and skills of the employee
In recognition of extraordinary performance
Market or pay equity reasons
Revised 2.17.17
(SETC – Unit 6) State Employee Trades Council: An employee or manager may initiate an IRP request.
Employee-initiated requests shall be submitted to the appropriate administrator before being forwarded to HR.
Long-term service
Retention
Equity
Assigned application of enhanced skill(s)
Performance
Out-of-classification work that does not warrant a reclassification
Increased workload
New lead work 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 or responsibility
Other salary related criteria
(SUPA – Unit 8) Statewide University Police Association: A manager may initiate an IRP request on an
employee’s behalf.
Increased responsibilities and skills of the employee
Market or pay equity reasons
Performance reasons
JUSTIFICATION SECTION:
Describe the rationale for this request, providing specific examples. An updated position description may be needed to
document additional duties. Attach additional information if necessary.
NOTE: In-range progression review of employee requests shall be completed within ninety (90) days after the request
is received in Human Resources. Human Resources will review the request and prepare a recommendation for review
by the Appropriate Administrator. If the request is denied, the Appropriate Administrator must provide information
regarding the denial of the request. If approved, Human Resources will submit an Employment Transaction Request
(ETR), reflecting their recommendation. The ETR will be routed to the appropriate AVP or VP for final approval.
Revised 2.17.17
PART II: Signatures
Employee (If employee initiated.)
_____
Employee Signature Date
Review by the Appropriate Administrator
(Immediate Non-Bargaining Unit Supervisor or Manager)
□ Recommend □ Recommended Salary Increase: _________%
□ Do Not Recommend
Appropriate Administrator Name Appropriate Administrator Signature Date
Approval by AVP/Dean (Or Equivalent)
□ Approved □ Recommended Salary Increase: _________%
□ Denied
AVP/Dean Name AVP/Dean Signature Date
PART III: HR Review
Evaluation by the HR Manager Conducting the Classification and Compensation Review
□ Approved □ Recommended Salary Increase: %
□ Denied
HR Manager’s Name HR Manager’s Signature Date
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Revised 2.17.17
Appendix A: Criteria for an In-Range Progression
Assigned Application of Enhanced Skills:
A growth in skills or the development of new skills and abilities required by the position as determined by management and
regularly applied by the incumbent. The enhanced new skills and abilities must be consistent with the requirements of the
classification and/or applicable skill level. By acquiring these enhanced skills, the employee takes on additional
responsibilities which do not warrant movement of the position into a higher classification/skill level. Information must be
submitted identifying the time spent performing responsibilities resulting from acquisition of the enhanced new skills must
be linked to the position’s essential duties and are not isolated, infrequent, non-essential or temporary duties. (CSUEU,
SETC and UAPD)
Extraordinary Performance:
Employee's job performance is exceptional in comparison to job requirements and the employee has made significant
contributions to the goals and objectives of the University and the unit. There must be a current performance evaluation on
file, and the employee’s overall rating should reflect “Outstanding”. A performance evaluation that reflects the current
evaluations period must be attached to the request at the time of submission and description of the contributions and
performance included in the request. (CSUEU, APC, SETC and SUPA)
Increased Responsibilities and Skills:
Permanent and significant increase in responsibilities that does not warrant movement of the position into a higher
classification/skill level. These responsibilities must be reflected in the position description. An updated position description
may be needed. (APC and SUPA)
Increased Workload:
A permanent increase in duties and responsibilities by management as the result of a re-organization due to attrition or the
permanent loss of a position. The reassignment of duties among existing positions within the organization unit shall remain
within the classification and will not warrant movement of the position into a higher classification/skill level. These
responsibilities must be reflected in the position description. An updated position description may be needed. (CSUEU and
SETC)
Long Term Service:
Ten years or more of full-time, continuous service. There must be a current performance evaluation on file and the
employee’s overall rating must reflect “Meets Expectations.” (SETC)
New Lead Work or Project Coordination:
New lead work or project coordination is given to an employee on an on-going basis by an appropriate administrator, where
classification standards do not have lead work or project coordination as a typical responsibility. For example, a Custodian
who is assigned lead work responsibility, on a permanent basis should be considered for a reclass to Lead Custodian, not
an IRP. (CSUEU and SETC)
Out of classification work that does not warrant reclassification:
New, higher level, additional out of class duties and responsibilities determined by management and applied by the
incumbent that do not warrant movement of the position into a higher classification/skill level. The amount of new duties or
the percentage of time spent performing the new duties are not significant enough to warrant reclassification. The out of
classification work represents 5% or less of the position duties. These responsibilities must be reflected in the position
description. An updated position description may be needed. (CSUEU and SETC)
Retention:
When a current employee receives an offer of employment from an external organization. It is necessary to describe how
retaining the employee is critical to the ongoing operation of the department. Formal documentation must be provided on
the organization’s letterhead and signed. (CSUEU, SETC and UAPD)
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Completed 21 April 2020

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