1998-1999 Compensation Increases by Bargaining Unit | Presentations and Communications | Fiscal Year Budgets | Budget | CSU
CSU Budget Office

Presentations and Communications

1998-1999 Compensation Increases by Bargaining Unit

(Funding Source: 1998/99 Final Budget General Fund Compensation Allocations)

Notes:

  • The following employee compensation increases are subject to change pending the enactment of the state budget.
  • Chancellor's Office Human Resource Technical Letters for each bargaining unit and MPP and Confidential employees have not yet been distributed to campuses. This document will be updated upon distribution of technical letters.

Represented Employees

UNIT 1: PHYSICIANS - Open Ranges (also see Tech Letter HR/SA 98-12)
  • 0.00% General Salary Increase (GSI)
  • SSIs for unit 1 are eliminated effective with fiscal year 1998/99 Eliminating the SSI max on the salary schedule.
  • 4.35% Special Salary Adjustment (SSA) - Effective on the employees anniversary date or January 1, 1999 for an intermittent employees. SSAs are available to all Unit 1 employees including intermittents. Without an SSI max on the salary schedule, all employees will be eligible for a salary increase. Employees at the top of the performance range will also be eligible for an SSA. The top of the performance salary range will be increased by 4.35% for all classifications.
  • A Performance-based Salary Increase (PSI) pool of $125,400 (40% of unit 1 compensation pool) effective July 1, 1998 excluding associated benefit costs. Unspent PSI funds must be spent on one-time professional development activities. This unexpended base funding must be carried forward to the next year’s performance pool.
UNITS 2,5,7 & 9: CSEA - Open Ranges (also see Tech Letter HR/SA 98-13)
  • 2.80% General Salary Increase (GSI) for all employee classes except those in Provision 20.5 & Appendix G of CSEA agreement - Effective July 1, 1998
  • 3.30% GSI for employee classes defined in CSEA Agreement Appendix G with exception of class 8349.
  • 10.0% Market Salary increase for classes contained in CSEA Agreement Provision 20.5 with the exception of class 8349.
  • 13.30% Market Salary increase for class 8349.
  • 1.0% Service-based Salary Increase (SSI) - Effective on employee anniversary date.
  • A Performance-based Salary Increase (PSI) pool of $3,362,000 effective July 1, 1998 excluding associated benefit costs. PSIs may be augmented with campus funds. Systemwide funds must be spent during 1998/99. (See Performance Pay memo dated August 24, 1998 for campus pool.)
  • Information Technology (IT) Settlement Implementation: IT employees impacted by the settlement will be adjusted by up to 3.0% depending on whether the employee received an increase during the time of the IT Conversion. Eligible employees will receive both a base adjustment to their salary, if necessary, and retroactive payment. (See Human Resources Tech letter 98-XX.)
UNIT 3: FACULTY - Steps (X.X%) (also see Tech Letter HR/SA 98-XX)
  • Agreement not ratified. Information pending.
UNIT 4: - Steps (X.X%) ACADEMIC PROFESSIONALS (also see Tech Letter HR/SA 98-XX)
  • No Agreement. Information pending.
UNIT 6: SKILLED TRADES - Open Ranges (also see Tech Letter HR/SA 98-14)
  • 3.24% General Salary Increase (GSI) - Effective July 1, 1998
  • Equity Adjustments of 2.0% for selected classes defined in the Unit 6 Agreement Appendix A, Section 2. Increase is in addition tot he 3.24% GSI. The selected classes include: 6212 Skilled Laborer, 6215 Bldg Maintenance Worker, 6837 Mechanics helper, 6476 Carpenter I,6526 painter I, 6575 Blacksmith, 6616 Mason, 6642 Locksmith, and 6851 Auto Mechanic.
  • Additional increases for employees that fall below newly negotiated minimum salary ranges for selected classes. Salary schedule minimums and maximums will be increased for classes 6476 Carpenter I, 6526 Painter I, 6534 Supv. Electrician, 6547 Supv. Plumber, 6575 Blacksmith, 6587 Supv. Mat Fab Spec, 6596 Fusion Welder, 6616 Mason, 6700 Supv. Bldg Service Engineer, 6702 Bldg Svc Engineer, 6837 mechanics helper, 6851 Auto Mechanic, 6852 Lead Auto & Equip Mech. 6703 operating Engineer. Employees falling below the current minimum of the range will be moved up to the new minimum.
  • A Performance-based Salary Increase (PSI) pool of $316,300 effective July 1, 1998 excluding associated benefit costs (20% of compensation pool). Unspent funds may not be added to the PSI pool in the next fiscal year. (See Performance Pay memo dated August 24, 1998 for campus pool.)
UNIT 8: SAFETY - Steps (2.4%) (also see Tech Letter HR/SA 98-09)
  • 1.00% General Salary Increase (GSI) - Effective July 1, 1998
  • 1 Service-based Salary Increase (SSI) - Effective on employee anniversary date. The current SSI maximum will increase three steps from step 10 to step 13 (step 11 on the new 1998/99-salary schedule).
  • Additional increases for employees currently on steps 1 and 2. Steps 1 and 2 for all classifications in unit 8 have been eliminated. Employees on steps 1 and 2 will be moved to step 3. Step 3 will become step 1 on the 1998/99-salary schedule.
  • A Performance-based Salary Increase (PSI) pool of $234,600 effective July 1, 1998 excluding associated benefit costs. PSIs may be augmented with campus funds. (See Performance Pay memo dated August 24, 1998 for campus pool)
  • Uniform Allowance - This allowance will increase per month from $45 for full-time and $30 for part-time to $57 per month for all employees. This increase is equivalent to $684 annually.
UNIT 10: SKILLED TRADE, CMA - Open Ranges (also see Tech Letter HR/SA 98-XX)
  • Separate instructions were provided to the California Maritime Academy Unit 10 via memorandum issued September 4, 1998.

Nonrepresented Employees

MPP AND CONFIDENTIAL (Includes C99 and Designated Positions) (see Tech letter HR/SA 98-10 and joint memo from Business & Finance and Human Resources - August 24, 1998)

  • 5.0% Merit Pool - Effective July 1, 1998 (Does not include Executives)
  • Open ranges

EXCLUDED (E99 - Nonrepresented Employees in Selected Classifications) [also see Tech Letter HR/SA 98-11]

  • 5.0% Merit Pool - Effective July 1, 1998 (Does not include Executives)
  • Open Ranges

Executive

To be determined at September Board of Trustees Meeting.