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.
CSUEU Step Structure & New Classification Mapping
As provided by Provision 20.5 of the Agreement between The Board of Trustees of the California State University and the California State University Employees Union (CSUEU), effective October 1, 2025, all CSUEU-represented employees will transition to a new Salary Step Structure.
Step Placement
To transition into this new step-structure, initial step placement is the closest step to your current salary within your classification’s assigned structure-grade, effective October 1, 2025, while negotiations continue (Provision 20.5(B)). Bargaining will re-open and negotiations of salary and benefits will commence.
Notification of official step placement will be sent to all impacted CSUEU employees no later than September 30, 2025.
More information regarding CSUEU Step Implementation can also be found here.
Why closest step and not "target step"?
The negotiated agreement between CSU and CSUEU stated placement on “target step” was contingent upon the State of California providing compact funding to the CSU. The 2025 Budget Act does not meet that funding threshold and as a result, employees are being placed on the closest (higher) salary step to their current salary as required by the collective bargaining agreement (CBA).
For additional information regarding the CSU Budget see CSU Budget FAQ and campus Budget Information page.
New Classification Mapping
As part of the transition into the Step Structure, new classifications* have been introduced to more accurately reflect the scope of employees’ roles for certain jobs, effective October 1, 2025. While all CSUEU covered positions were considered to determine if sorting into a new classification was needed, only those requiring mapping received a notice. If you did not receive a notice, your classification will remain the same into the new Step Structure.
If a position was mapped into a new classification, it has no affect or change to current job responsibilities; rather, it is simply an assignment to the appropriate new classification within the new Salary Step Structure.
Additional information can be found on the Chancellor's Office Website.
*Note: Existing CSUEU classification standards remain in effect until October 1, 2025.
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.
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.
For information specific to a collective bargaining agreement, refer to collective bargaining agreements.
For information specific to a collective bargaining agreement, refer to collective bargaining agreements.
For information specific to a collective bargaining agreement, refer to collective bargaining agreements.
Personnel
Liz Gutierrez
Classification & Compensation Specialist
Phone/Ext: 3677
[email protected]
Vacant
Compensation & Classification Specialist
Phone/Ext: