MPP & Confidential Employee Salary Programs

MPP Employees

The Management Personnel Plan (MPP) as defined in Title 5 provides the Chancellor and presidents flexibility to determine appropriate salaries for employees within these classifications and grant appropriate adjustments based on merit and need. To ensure pay increases are based on merit factors, including quality and productivity, a current documented performance evaluation must be on file prior to granting pay raises to management personnel with a justification memo sent to Human Resources which outlines the following.

  • The performance evaluation must indicate an overall meets expectations or higher;
  • Justification for increase is in compliance with the merit evaluation plan and supported by the appropriate Vice President;
  • President approval is required for processing all MPP salary increases.

Requests may be submitted by the Appropriate Administrator to the Classification & Compensation Manager either through an Employee Transaction Request via the online Fresno State Portal (HR Transaction module) or by submitting all required documents via email or hard copy.

Merit Increase

In fiscal years when the Chancellor approves an increase based upon the merit program, merit salary increases are awarded based upon meritorious performance, as documented by the annual performance evaluation. The Chancellor communicates program information to the campus presidents. Typically, merit increases are effective July 1st of each fiscal year.

Equity Salary Increase

The MPP Equity Increase Program provides presidents with authority to grant salary increases 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. In order to facilitate MPP Salary Administration, Human Resources works in consultation with each Vice President in reviewing requests to determine if justification for an increase will be submitted to the President for approval.

Merit Bonus Program

Presidents have the discretionary authority to award merit bonuses to MPP employees if either of the following occur:

  • A merit bonus pay adjustment may be provided if an employee meets specific measurable standards that were spelled out at the beginning of an evaluation period.
  • An employee meets a specific stated objective that is both articulated in advance and is measurable.

MPP bonus funding may come from either the annual MPP merit salary increase pool (unless otherwise instructed by the Chancellor) or from campus funds. The annual campus bonus pool cannot exceed 1% of the campus MPP salary base using campus funds.

Confidential Employees

A Confidential Employee is designated as “Confidential” pursuant to the Higher Education Employer-Employee Act (HEERA) and the Confidential Employee Program Guidelines. Upon assignment to a Confidential classification, Human Resources has the authority to determine the employee’s salary based upon:

  • an assessment of the knowledge, skills and abilities required in the position;
  • an assessment of the needs of the campus;
  • employee merit, and
  • equity with comparable positions within the campus.

Merit Increase

In fiscal years when the Chancellor approves an increase based upon the merit program, merit salary increases are awarded based upon meritorious performance, as documented by the annual performance evaluation. The Chancellor communicates program information to the campus presidents. Typically, merit increases are effective July 1st of each fiscal year.

In-Range Progression (IRP)

An In-Range Progression (IRP) is a permanent salary increase to a staff member’s base salary.  Such an increase is campus funded from departmental budgets and is made within the existing salary range established for the classification, or within the skill level sub-range for classifications with skill levels.

The President or designee may grant an increase at any time. Requests may be submitted by the Appropriate Administrator with written justification/rationale to the Classification & Compensation Manager either through the PeopleSoft Employee Transaction Request via the online Fresno State Portal (HR Transaction module) or by submitting all required documents via email or hard copy.

Merit Bonus Program

Presidents have the discretionary authority to award merit bonuses to Confidential employees. As approved by the President, Appropriate Administrator’s electing to use the merit bonus option are required to have in place specific evaluation plans outlining the criteria and/or objectives for provision of the bonus. Appropriate Administrator’s may award merit bonuses to Confidential employees if either of the following occur:

  • A merit bonus pay adjustment may be provided if an employee meets specific measurable standards that are established at the beginning of an evaluation period that indicate if specific actions are met,
  • An employee meets a specific stated objective that is both articulated in advance and is measurable.