MPP Policies and Programs

• Classification Programs
  There are no classification standards for MPP employees as Presidents have delegated authority to assign MPP employees to one of the four grade levels. Working titles can be developed and used by the campus and can vary from campus to campus.
  Refer to the MPP Policies and Programs page for more information.
  
  
  
  
• Employment Status
  As stated in Title 5, §42723:
  
  
  1. A MPP employee serves at the pleasure of the campus President or the Chancellor, as appropriate. A MPP employee shall not serve a probationary period and shall not receive permanent status.
  
  
  
  2. A MPP employee who had permanent status in a class prior to January 1, 1984 shall retain permanent status in the class despite inclusion as a MPP employee. A MPP employee who prior to January 1, 1984 was serving a probationary period may be awarded permanent status by the appointing power upon the successful conclusion of the probationary period. Upon acquisition of permanent status such an employee shall retain permanent status in the same manner as an employee who has permanent status prior to January 1, 1984.
  
  
  
  3. A MPP employee who retains permanent status under subdivision (b) and who is placed in or promoted to a position under the MPP shall retain retreat rights as described in this subdivision (c) to the former class in which permanent status is held. Should the appointing power terminate the MPP employee's service in a MPP position, the employee shall have the right to return to the former class in which permanent status is held at the salary last received in the permanent class.
  
  
  
  4. Except in the case of layoff, the President or Chancellor, as appropriate, shall give a MPP employee notice of termination at least three months prior to the employee's separation date or shall give a MPP employee corresponding salary in lieu of notice.
  
  To view and download the full coded memorandum on this policy, click on the coded references: [HR/Salary 2000-10] and [HR 1994-31]
  
  
  
  
• Equity Increase Program
  Effective July 1, 2002, presidents have salary authority to address equity, including market, issues if needed. Equity salary increases may be authorized only by the president and the authorization may not be delegated. These increases are to be approved only in rare circumstances based upon appropriate documentation. Presidents are to report equity salary increases to the vice chancellor of human resources by January 31 of each year for the prior calendar year. The report is to include the following information: employee name; employee position; increase amount; increase effective date; and new salary rate.
  To view and download the full coded memorandum on this policy, click on the coded reference: [HR 2002-19]
  
  For further information, you may reference the Salary Program Information and Processing Instructions.
  
  
  
  
• Evaluation Plan
  As stated in Title 5, §42722: The appointing power shall develop an evaluation plan outlining criteria and procedures for consideration of individual salary adjustments. Evaluation plans require standards of expectation for each grade level against which superior, average, or unsatisfactory performance can be gauged, and against which the amount of a pay increase, if any, can be determined. The evaluation plan requires criteria that will assure equity in pay based on merit factors, including quality, productivity, and the like.

  MPP employees shall be evaluated after six-months and one year of service, and subsequently at one year intervals. The criteria and process for evaluation shall be determined by the appointing power. Evaluation shall also form the basis for recommendations for management development, professional leaves or other activities related to career development and upward mobility.
  To view and download the full coded memorandum on this policy, click on the coded reference: [HR/Salary 2000-10]
  
  
  
  

• Faculty Retreat Rights
  Reassignment of an administrator to a faculty position, after a period of service outside of the faculty bargaining unit, may be at any rank and salary (including those at or above the SSI max) on the faculty salary schedule in effect at the time of reassignment. Any subsequent salary movement is governed by the terms of the Unit 3 collective bargaining agreement and established campus procedures.
  To view and download the full coded memorandum on this policy, click on the coded reference: [HR/Salary 2004-15]
  
  
  
  
• Fee Waiver
  Full-time MPP employees (including temporaries) or eligible dependents are eligible to receive CSU Fee Waiver benefits.
  For further information, you may reference the Fee Waiver page.
  
  
  
  
• Head Coaches
  The collective bargaining agreement between the Board of Trustees of The CSU and The California Faculty Association (dated October 1995-June 1998) deleted from the faculty bargaining unit Head Coaches who supervise two or more full time faculty unit employees.

  As with any other MPP appointment, the Head Coaches affected by this change may be reassigned to the Administrator grade level and job code appropriate for the campus athletics program. While it is no longer mandatory to continue the Head Coaches affected by this change as temporary employees (since MPP assignments are indefinite appointments without permanent status), campuses may choose to continue the temporary appointment practice in recognition of the nature of the assignment.
  To view and download the full coded memorandum on this policy, click on the coded reference: [HR/Salary 1996-08]
  
  
  
  

• Job Reporting System and Administrative Guide
  On January 1, 1995, the MPP Job Reporting System was implemented to meet federal and state reporting requirements and to address campus and systemwide reporting needs. Consistent with federal and state reporting requirements, this system is structured to report MPP employees in three categories: Administrators, Supervisors, and Professionals.

  Campuses are responsible for assigning each MPP employee with a MPP Job Code which determines the appropriate category defined above. This guide provides campuses with instructions and information on assigning MPP Job Codes.
  To view and download the full coded memoranda and administrative guide on this policy, click on the coded reference: [HR/Salary 2005-09]
  
  For the MPP Job Reporting System Administrative Guide, click on: Administrative Guide.
  
  
  
  

• Leave of Absence Without Pay
  As stated in Title 5, §43100: An application for a leave of absence without pay shall be submitted by the applicant to the campus president. The campus president may approve such leaves for periods not to exceed a total of two years. A request for an extension of a leave of absence without pay beyond a total of two years may be approved by the campus president for a period of up to one additional year for each request. The number of extensions granted to any one applicant shall be within the discretion of the president. In the case of the staff of the administrative office, the application shall be submitted to the Chancellor for action.
  Refer to Title 5 of the California Code of Regulations for more information.
  
  
  
  
• Merit Bonus Program
  Presidents have the discretionary authority to award merit bonuses to MPP employees if either of the following occur:
  
  
  • An employee meets specific measurable standards that were spelled out at the beginning of an evaluation period that indicate if specific actions are met, a merit bonus pay adjustment will be provided.
  
  
  
  • An employee meets a specific stated objective that is both articulated in advance and is measurable.
  
  To view and download the full coded memorandum on this policy, click on the coded reference: [HR 2000-04] and [HR/Salary 2000-02]
  
  For further information, you may reference the Salary Program Information and Processing Instructions.
  
  
  
  
• Merit Salary Increase
  Merit increases are based on meritorious performance as documented by the annual performance evaluation and are typically effective July 1st of each fiscal year.
  For further information, you may reference the Salary Program Information and Processing Instructions.
  
  
  
  
• Permanent Status
  As stated in Title 5, §42723:
  (b) A Management Personnel Plan employee who had permanent status in a class prior to January 1, 1984 shall retain permanent status in the class despite inclusion as a Management Personnel Plan employee. A Management Personnel Plan employee who prior to January 1, 1984 was serving a probationary period may be awarded permanent status by the appointing power upon the successful conclusion of the probationary period. Upon acquisition of permanent status such an employee shall retain permanent status in the same manner as an employee who has permanent status prior to January 1, 1984.
  
  (c) A Management Personnel Plan employee who retains permanent status under subdivision (b) and who is placed in or promoted to a position under the Management Personnel Plan shall retain retreat rights as described in this subdivision (c) to the former class in which permanent status is held. Should the appointing power terminate the Management Personnel Plan employee's service in a Management Personnel Plan position, the employee shall have the right to return to the former class in which permanent status is held at the salary last received in the permanent class.
  To view and download the full coded memorandum on this policy, click on the coded reference: [HR/Salary 2000-10].
  
  
  
  
• Professional Development
  As stated in Title 5, §42727:
  
  1. Professional development, maintenance of currency in the field, and professional improvement are normal requirements for retention and advancement in a position in the MPP. Each MPP employee is responsible to maintain currency in the field and to develop and improve management or supervisory skills whether at CSU or personal expense.
  
  
  
  2. A MPP employee may participate in programs and activities determined by the appointing power to develop, update or improve the employee's management or supervisory skills. The programs and activities may include professional leaves, administrative exchanges, academic coursework and seminars. A MPP employee may participate in a program or activity only after the employee's participation has been approved by the appointing power and only to the extent that funds are available for this purpose.
  
  To view and download the full coded memorandum on this policy, click on the coded reference: [HR/Salary 2000-10]
  
  
  
  
• Promotion
  As stated in Title 5, §42724: The appointing power may promote a MPP employee to a position with greater compensation either within the grade level to which the employee's position is assigned or to a different grade level. A promotion may be made after the appointing power has determined that the promotion is appropriate in light of its evaluation of the employee and the needs of The CSU. A promotion shall be made to a position which has been duly established by the Chancellor or designee, assigned by the Chancellor or designee to the appropriate grade level, and made available by the Chancellor or designee for use by the appointing power. Promotion actions will be in accordance with affirmative action guidelines and objectives.
  To view and download the full coded memorandum on this policy, click on the coded reference: [HR/Salary 2000-10]
  
  
  
  
• Reassignment
  As stated in Title 5, §42725: The appointing power may assign a MPP employee to different duties in the same position or may reassign a MPP employee to a different position either within or outside of the grade level or the Plan when the appointing power determines that such assignment or reassignment is in the best interests of The CSU.
  To view and download the full coded memorandum on this policy, click on the coded reference: [HR/Salary 2000-10]
  
  
  
  
• Reconsideration
  As stated in Title 5, §42728: The Chancellor or the President, as appropriate, may prescribe an informal means of hearing complaints from MPP employees who serve in the Headquarters Office or at a campus of The CSU. The informal procedures so prescribed shall be the exclusive administrative remedy available to a MPP employee to address the employee complaints or to seek reconsideration of any personnel decision allegedly adverse to the interests of the employee. The procedures so prescribed shall not apply to hearings on employee discipline under Section 89539 of the Education Code.
  To view and download the full coded memorandum on this policy, click on the coded reference: [HR/Salary 2000-10].
  
  For further information, you may reference Executive Order 923.
  
  
  
  
• Salary Administration
  As stated in Title 5, §42721:
  
  1. Upon assignment of a position to one of the four MPP grade levels, the appointing power shall determine the salary to be paid and perquisites to be accorded to the employee in the position based upon the appointing power's assessment of the employee's merit and an assessment of the appointing power's need. Although no salary steps are prescribed, salary increments of approximately 1.0 percent shall be established for each salary range to facilitate salary administration and payroll processes.
  
  
  
  2. The appointing power may review and adjust a MPP employee's salary and perquisites. Such adjustment shall be based on the appointing power's evaluation of the employee's merit and the appointing power's need and shall be within funds allocated to the appointing power for such purpose. Adjustments of salary or perquisites or both salary and perquisites of a MPP employee shall be in accordance with a merit evaluation plan developed and administered by the appointing power. Unless otherwise prescribed by law, there shall be no general salary adjustments nor automatic adjustments for such employee. Adjustment of the salary range of an employee's grade level shall not automatically affect the employee's salary.
  
  
  
  3. The Chancellor shall budget a lump sum of money to each campus and to the headquarters office to support salary increases within funds available for this purpose. The Chancellor or President, as appropriate, shall determine the frequency and amount of salary and perquisite adjustments for MPP employees. An annual report of all employee compensation action taken shall be submitted by the campus President to the Chancellor or designee.
  
  To view and download the full coded memoranda on this policy, click on the coded references: [HR 1992-03] and [HR/Salary 2000-10]
  
  
  
  
• Sick Leave
  As stated in Title 5, §42726 (c), a MPP employee shall accumulate 8 hours of credit for sick leave with pay following completion of one month of continuous service. Thereafter for each additional calendar month of service, one day of credit for sick leave with pay shall be allowed. Sick leave may be accumulated without limit. Each MPP employee may be required by the appointing power to provide proof satisfactory to the appointing power of the necessity of taking sick leave.
  To view and download the full coded memoranda on this policy, click on the coded references: [FSA 1976-61] and [HR/Salary 2000-10]
  
  
  
  
• Supplemental Compensation
  It is recognized that, in some cases, it may be appropriate to provide supplemental compensation to MPP employees. Where supplemental compensation is appropriate there must be a clearly demonstrated benefit to the CSU as a basis for the supplemental compensation and the funding must be from non-General Fund resources. In all cases there must be written approval from the vice chancellor of human resources prior to providing supplemental compensation. For non-athletic related supplements, funding source exceptions can be requested in those rare instances where it is appropriate to provide supplemental compensation from General Fund resources.
  
  Approval for supplemental compensation for athletic coaches is the responsibility of the campus president in consultation with the vice chancellor of human resources and general counsel, as appropriate.
  To view and download the full coded memorandum on this policy, click on the coded reference: [HR 2002-20] and [HR/Salary 2002-19]
  
  For further information, you may reference the Salary Program Information and Processing Instructions.
  
  
  
  
• Title 5 Regulations for MPP
  The structure of MPP as stated in The California Code of Regulations, Title 5 is as follows:
  
  
  1. The CSU MPP is an integrated personnel system addressing the employment rights, benefits, and conditions of those CSU employees designated as "management" or "supervisory" under the Higher Education Employer-Employee Relations Act. The MPP includes four grade levels each with a salary delimited by minimum and maximum rates of salary determined by the Chancellor and approved by the Board of Trustees on the basis of comparative salary data from competitive public and private organizations. The salary ranges may be reviewed and adjusted as the Chancellor and the Trustees deem appropriate.
  
  
  
  2. The Chancellor or designee shall assign each MPP position to one of the four grade levels within the MPP. The assignment of a position to a particular grade level shall be based on an assessment of the skills, knowledges, and other qualifications needed to satisfactorily perform the position's assigned duties as well as the nature and complexity of the program or organizational unit managed or supervised by the position, the scope of management or supervisorial responsibility, job demands, extent of independent decision making authority, accountability, and impact of policies administered and/or decisions made. Working and organizational titles devised by the appointing power may be used to describe a MPP position and the assignment of a position to a grade level may vary from campus to campus depending on an assessment of the circumstances and factors on each campus.
  
  
  
  3. The Chancellor or designee may review and change the grade level to which a position in the MPP has been assigned using the criteria of subdivision (b). A MPP position shall remain in the grade level to which the position is assigned until a different grade level is assigned by the Chancellor or designee.

  Please refer to the individual sections for information on: Salary Administration, Evaluation Plan, Employment Status, Leave of Absence Without Pay, Promotion, Reassignment, Vacation, Sick Leave, Professional Development, and Reconsideration
  
  To view and download the full coded memorandum on this policy, click on the coded reference: [HR/Salary 2000-10]
  To view and download a Word version of the regulations, click here: Title 5 Regulations for MPP (.doc)
  
  
  
  

• Uniform Allowance
  MPP Public Safety employees (e.g., Police Chiefs and Lieutenants) are responsible for the purchase and maintenance of uniforms required for employment. Employees who wear a uniform earn a uniform allowance of $57.00 per qualifying month of service, whether the uniform is worn full-time or part-time. Per Non-Accountable Plan Procedures, employees are not required to supply supporting documentation (e.g., receipts, statements) to be reimbursed for uniform purchases.
  To view and download the full coded memorandum on this policy, click on the coded reference: [HR 2005-36]
  
  
  
  
• Vacation
  As stated in Title 5, §42726 (b), a MPP employee shall accumulate vacation at a rate of 2 days per qualifying pay period and may accumulate vacation in an amount not to exceed 384 working hours for 10 or less years of qualifying service and 440 working hours for more than 10 years of qualifying service. Any vacation which the appointing power allows to accumulate beyond the maximum shall be taken in the first quarter of the next calendar year. Vacation shall be taken as directed or authorized by the appointing power and shall be scheduled by mutual agreement whenever possible.
  
  Upon employee request, non-represented employees are entitled to a lump sum payment upon separation from service, for any unused accumulated vacation. Vacation payments should be computed by projecting the accumulated time on a calendar basis so that the lump sum amount will equal the amount which the employee would have been paid had he/she taken the time off, but not separated from service. This policy change also eliminates prior restrictions on the employee's return to CSU employment. (Non-represented employees include MPP, Executive Management, Confidential and other classifications excluded from collective bargaining agreements as identified in the CSU Salary Schedule.)
  To view and download the full coded memorandum on this policy, click on the coded references: [HR 1994-30], [FSA 1983-14] and [HR/Salary 2000-10]