Compensation and Classification

Administration Building, Room 606
Monday - Friday 8 a.m. to 5 p.m.
Phone (323) 343-3694  | Fax (323) 343-3662


Welcome to the California State University, Los Angeles compensation and classification Website. Responsibilities of this area include supporting the CSU Classification and Qualification Standards by conducting classification reviews and approving position descriptions for staff job postings, conducting equity analysis for determining salary upon appointment to the University; conducting salary, in-range progression, equity review and market salary analyses; consulting with departments regarding reorganization, compensation programs and position description development; and maintaining campus position descriptions. Additionally, the Classification and Compensation unit manages the campuswide Position Management module of the PeopleSoft HR information system.

Compensation and Classification Personnel

Deborah Williams
Manager, Compensation & Classification, Benefits

Esmelia (Esmy) Morales
HR Specialist

Pablo Ortega
Compensation & Classification Specialist

Position Classification

Position Classification is a method of job evaluation that attempts to measure the worth of a position as a whole unit. Whole positions are grouped with other positions into classes based on commonly accepted criteria known as allocation factors. These groups of positions form the California State University Classification and Qualification Standards. These standards are continually updated by the Chancellor's Office. Standards are linked to salary schedules also maintained by the Chancellor's Office.

The primary objective of position classification is to define and describe accurately the current duties and responsibilities of positions for purposes of determining proper compensation and administering various personnel programs and policies. Classification is based upon the objective elements of a position such as skills and abilities; nature, scope, and level of duties; availability of guidelines, independence-of-action, etc. Information relative to the employee's length of service, time spent at the maximum salary of the position, or the quality of performance are not considered in determining the appropriate classification of a position.

Classification Review Process

Requests for classification review may be initiated by the incumbent of a position or by the supervisor or manager. The request should include a position description, organization chart, and a memorandum briefly stating what the changes to the position are. The complete request should be submitted to the Classification & Compensation office in Human Resource Management (HRM).

HRM will review the position descriptions; discuss and clarify any areas of concern or confusion with the originating department; compare the position description to CSU Classification Standards; interview the incumbent and supervisor; analyze and evaluate information to determine internal and external equity; document findings, conclusions, and recommendations; and notify the supervisor and incumbent of the results.

To look at specific contract language regarding classification, refer to the appropriate bargaining unit agreement.

In-Range Progression

An in-range progression is an increase within a salary range for a single classification or within a sub-range of a classification with skill levels. It is a permanent increase to the base pay of an employee based on considerations such as

  • salary equity
  • market salary conditions
  • changes in duties that do not warrant a classification or skill-level change
  • recognition of employee skills that exceed those required by the classification or skill level assignment which have specific value to the University.

For information specific to a collective bargaining agreement, refer to collective bargaining agreements.


A bonus is a lump sum payment that is not a permanent increase to an employee’s base salary. May be used for a variety of salary adjustments such as the following:

  • Performance – meritorious performance.
  • Recruitment – offered to a candidate to commit to employment.
  • Critical Skills Bonus Plan – lump sum paid to an employee who, at the request of management, complete and obtain a recognized certification as specified in the CBA.
  • Retention – awarded to an employee identified in a position in a classification that is critical to the ongoing operation of the CSU, or is in short supply in the labor market, and/or is in a classification that is difficult to recruit for.
  • Individual or Group Performance – awarded for exceptional performance and/or in recognition of additional workload.


For information specific to a collective bargaining agreement, refer to collective bargaining agreements.


A stipend is typically paid on a month-to-month basis for the duration that the employee is required to perform the following:

  • Temporary Project Coordination or Lead Work Functions – supplemental work assignment made in writing with specific begin and end dates.
  • Additional Work or Special Projects – supplemental work outside of regularly assigned duties for a limited period of time or required to maintain contact with their campus outside of employee’s normal working hours on a regular basis.
  • Special Assignment – monthly stipend to perform one or more special assignments paid for the duration of the special assignment. Assignment of duties that are a primary/regular part of an employee’s duties are not eligible for special assignment stipend.
  • POST certification – monthly stipend paid to an employee who possesses this certification.

For information specific to a collective bargaining agreement, refer to collective bargaining agreements.