Our Steps Past, Present and Future of Progression through Salary Ranges - PowerPoint Presentation

Slide1

Our Steps

Past, Present and Future of Progression through Salary RangesSlide2

The Past

From 1966-96 the California State University paid employees Merit Salary Adjustments (MSA’s or Steps).

Every employee was expected to progress from the bottom step to the top step in

a given

pay range.

Every employee with satisfactory performance did reach the top of the pay range in no more than five years.Slide3

Steps

Each classification was split into five different pay levels:

Step 5 – Top Pay

Step 4 – ¾ to the Top

Step 3 – ½ to the Top

Step 2 – ¼ to the Top

Step 1 – Starting Pay

Th

ese pay ranges were not as broad as our current ranges.Slide4

MSA Process

Each employee received a performance evaluation at his/her anniversary date.

The performance evaluation had two boxes for the supervisor:

I authorize MSA

I do not authorize MSA

An employee with a satisfactory performance evaluation progressed to the next step a year at a time.Slide5

MSA Funding

From 1966-86, funding for steps was a part of the statewide CSU budget.

Around 1986, Governor Deukmejian stopped separate funding because the CSU budget already had salary savings from unfilled positions.

From 1986-88, CSU campuses funded steps through salary savings.Slide6

1988-89 MSA Freeze

In 1988, the CSU Board of Trustees pushed back on Governor Deukmejian by refusing to pay employees their steps.

The CSU halted steps at the expiration of the CSEA

(our old union name)

union contract in June 1988.

CSEA led protests throughout the system and the CSU was forced to restore steps in the new contract.Slide7

1992-1996 MSA Freeze

CSU stopped MSA’s when the CSEA union contract expired in June 1992.

CSU justified the freeze on the basis of layoffs and financial crisis.

CSEA filed an unfair labor practice against the freeze.

Other CSU unions lost MSA’s in 1991 when they voluntarily cooperated with the CSU for a “temporary” freeze (which never ended).Slide8

1992-1996 Retroactive MSA Payments

CSEA won the unfair labor practice after going to court.

MSA’s were paid retroactively from 1992-1996 for a total cost of $22 million.

Many employees suddenly found themselves

receiving

higher pay and with a hefty back pay check.Slide9

1995-96 Bargaining and Unilateral Implementation

While the unfair labor practice was working through the courts, CSU decided to completely remove MSA language from the CSEA union contract.

The CSEA union contract expired in June 1995 and the CSU proposed deletion of the step provisions.

CSEA refused to agree to the removal, so CSU unilaterally implemented the cut by going through impasse and fact-finding.Slide10

The CSU Board of Trustees unilaterally implemented the deletion of step language, the removal of steps and instituted open ranges and performance pay for all classifications in Spring 1996.

The changes took place before the courts ruled in favor of CSEA.

At the time, CSEA only had minority membership and no Fair Share fees.

CSEA’s bargaining team stood firm, but we did not have the support for escalating job actions o

r

a strike of any kind.Slide11

1996-Present

Twenty years later, the loss of steps still cripples employee pay.

Employees are

consistently

hired at the bottom of the pay range.

No one gets an increase at the end of

their first

year.

No matter how long you work, you never get to the top of the pay range.Slide12

SBSI, MSI, SSI, IRP

Several pay programs have been implemented for movement within the pay range.Generally they have failed to move employees through pay ranges due to lack of commitment through funding and a lack of objectivity.

IRP is

the latest

program but only a fraction of employees ever get an increase

or move significantly through their pay range.

Only 1% of employees ever reach the top of the pay range.

The vast majority of employees

stay in the bottom half of their pay range.Slide13

Joint System-wide Labor-Management Committee on Long-Term Compensation

In 2011, the CSU and CSUEU agreed to a labor-management committee to review the compensation system.

Management and the Union agreed that the system was broken and needed several reforms, including movement through the pay

range

, market comparisons with outside employers, and revised classifications.

The committee proposed a quartile system to

place employees appropriately in their

pay ranges.Slide14

Quartiles

First Quartile (bottom quarter of the pay range) 0-3 years of service.

Second Quartile (third from the top/middle of the range)

4

-

8

years of service.

Third Quartile (second to the top of the range) 9-15 years of service.

Fourth Quartile (top quarter of the pay range) 15+ years of service.Slide15

Employees would be required to have satisfactory performance.

Funding for quartiles would come from the campus budget.

Although this system would take much longer to reach the top, it would be

objective

and it would guarantee a career where hard work pays off.

CSUEU supported the report and published it.

CSU refused to publish the report.Slide16

What happened?

Political cowardice – the Chancellor’s Office was afraid to tell campus presidents how to spend their money.

Ever since the end of steps, presidents were free to spend their money any way they wanted (including ye

arly

management raises).

Campuses no longer used formulas for creating positions in the budget. This not only let them spend money anywhere, it also obscured the increase in workload from more work with the same staff.Slide17

What will change this system?

CSUEU has grown in strength since 1995:

We have

significantly

higher membership

. CSUEU enjoys

75% membership and rising.

We have

challenged

contract issues like internal promotion and contracting out and won.

We are committed to working together to gain a better contract.Slide18

2017 – Down to business in bargaining

The CSUEU union contract expires in June 2017.

CSUEU is

organizing for

a new step system.

We will not give up until we have ended this robbery of employee careers.

W

e are prepared to do whatever it takes, including job actions, with the support of our members.Slide19

What could steps look like now?

This time, steps would likely look different than in the past. Each piece is subject to bargaining. For instance, we will have to come to an agreement on:The % that each step is worthHow often an employee can gain a step

How an employee has to review in order to gain a step, if steps become tied to reviews.

the entry and cap levels of the current ranges.

Each of these things will be a subject of bargaining.Slide20

Legislative approach

CSU employees are the only state employees hired under the education code without steps in pay as defined in Ca Government code 19826.We are also running a bill so we can begin to receive step pay and move through the salary ranges. The legislative approach will require education of our state representatives as well as lobbying both in the capitol and in the field.Please consider donating a couple of dollars a month to our PACIt is always very helpful if we take a constituent to a field office to lobby. Please consider lobbying on behalf of this effort if called upon.Slide21

What can

you do?Join the Union! Every new member aids us /makes us stronger/ supports our demand for contract bargaining success!

Join the Contract Action Team (CAT)! We need activists in every department of every building

at

every c

hapter

.

Join us!

Participate in

rallies, events

,

pickets, sign petitions, show unity, disrupt business, make your voices heard!

Prepare with us for job actions, or whatever it takes to regain what we have lost! This will not come to us easily, your

commitment

is necessar

y.Slide22