The effective date for a reclassification or in-range progression is the first day of the pay period following the date the request was received in the Human Resources office. Merit (Performance Based) Salary Increases: Collective bargaining agreements might include the granting of performance-based salary increases, which may be referred to by various names. Get a free, personalized salary estimate based on today's job market. A position is determined to be at a higher level if the maximum of the employees new salary range is at least two and one half percent (2.5%) higher than the maximum of the employees current salary range. Although the quantity has increased, the actual duties have not changed, and a review is unnecessary. Salary ranges can vary widely depending on many important factors, including education, certifications, additional skills, the number of years you have spent in your profession. New employees - The initial appointment of a candidate to a position is based upon the candidates salary history, internal salary equity, budgetary considerations, and specialized recruitment considerations. When 50% or more of the duties and responsibilities have changed. Administrative Assistant II in Queens Village, NY. The form(s) that includes the duties and responsibilities assigned to a specific position. Administrator II. Activities such as taking a break from travel to eat, sleep or engage in personal pursuits not connected with traveling, is not compensable. Employee initiated requests may be submitted twelve (12) months after completion of a previous IRP determination. AXIM BIOTECHNOLOGIES INC, CEL-SCI CORP, MANNATECH INC, Jobs with a similar salary range to Administrative Assistant II : Please call extension 2101 for further assistance. Individuals in these classifications were providedan equityincrease if their respective salary was significantly below theCSU average. CLASSIFICATION TITLE: Administrator II UNION CODE: M80 FT/PT: Full-time PAY PLAN: 12-month SALARY RANGE: Commensurate with education and experience. (Please refer to appropriate CBA for specific provisions.). The salary trajectory of an Administrative Coordinator II ranges between locations and employers. The estimated base pay is $49,159 per year. If you could do it again, would you still become a teacher in todays climate not just Covid but the whole attack economically and socially. Your input helps Glassdoor refine our pay estimates over time. best practice in healthcare examples; 2 carat half eternity band Salary Range: The specified range of pay established at the system level for a particular classification. Central Connecticut State University - Salary - Get a free salary comparison based on job title, skills, experience and education. Know Your Worth. , Learn How to State Your Case and Earn Your Raise, Climb the Ladder With These Proven Promotion Tips, A Guide to Negotiating the Salary You Deserve, How to Prepare for Your Interview and Land the Job. To be an Administrative Assistant II typically requires 1-3 years of related experience, or may need 0 years of experience with additional specialized training and/or certification. Analyze the market and your qualifications to negotiate your salary with confidence. Salary: $75,000 California State University (CSU) Avg. Please enable scripts and reload this page. Where can I find the salary range for a classification? (Please refer to the appropriate CBA for specific provisions.). Position: A position is a group of duties and responsibilities assigned by management. After a year, the incumbent is responsible for answering 100 phone calls and opening and distributing 200 pieces of mail. Salary $48k. The appeal decision is final. Administrative jobs are found in every industry and most offer on-the-job training. (Please refer to appropriate collective bargaining agreement (CBA) for specific provisions.). Share on google Copyright 2008-2023, Glassdoor, Inc. "Glassdoor" and logo are registered trademarks of Glassdoor, Inc, Construction, Repair & Maintenance Services, The top paying company in Education for Administrator Ii is. Christine DerwitschAssistant in Human ResourcesDavidson, Room 201HumanResources-1@mail.ccsu.edu860.832.1756959.255.8790 (Fax). Employees who are in classifications that are designated exempt from overtime, in accordance with provisions of the Fair Labor Standards Act (FLSA). (Please refer to appropriate CBA for specific provisions. (Please refer to appropriate CBA for specific provisions.). Salary ranges can vary widely depending on many important factors, including education, certifications, additional skills, the number of years you have spent in your profession. Please click on the following link for the CSU Salary. The salary range will be from $90,000 to $100,000 per year. Your input helps Glassdoor refine our pay estimates over time. The lowest salary for an Administrator II in United States is $33,345 per year. There are professional development opportunities but wish there were more of those that actually lead to career advancement., Learn How to State Your Case and Earn Your Raise, Climb the Ladder With These Proven Promotion Tips, A Guide to Negotiating the Salary You Deserve, How to Prepare for Your Interview and Land the Job. In-Range Salary Progression Increases: An in-range salary progression (IRP) increase is a permanent increase to the base pay of an employee. How do I complete the Position Description Form? The results will be sent to the employee and department manager. Scope, level, and complexity of duties and responsibilities; Relationship of the position to other positions in the department and within the university; Autonomy and authority related to decision-making and accountability. Position classification also: Places jobs into the appropriate job family and collective bargaining unit; The position description provided to an employee by their manager upon their hire or significant change in responsibilities will indicate the classification. Slide 1. at CCSU (and you already have an account), please log in below. Transform pay with our enterprise-grade comp platform, Automate compensation with our full-suite solution, Payscale's employer-reported salary data network, The world`s largest employee-submitted pay database, Annual survey salary data from HR industry publishers, The crowdsourced compensation data API for developers, 100% company submitted data from 2,000+ businesses, Schedule a personalized demo to feel the power of Payscale, Find salary information for similar job titles and locations, Comp Planning Business Case Pitch Deck By clicking Download Pitch Deck, you. The description of a benchmark set of characteristics, duties and responsibilities as well as the minimum qualification requirements used for the process of making classification decisions. In Range Progression: An increase within a salary range for a single classification or within a sub-range of a classification that has various skill levels. Salary Schedules by Issue Date; Pay Letters by Calendar Year. Budget Coordination Oversees an. After a request for classification review has been received in the OHRS, an acknowledgement letter will be sent. Slide 5. Administrative jobs are found in every industry and most offer on-the-job training. It's fun. The "Most Likely Range" represents values that exist within the 25th and 75th percentile of all pay data available for this role. Remember: the Position, not the incumbent, is being reviewed. An IRP would result in an unplanned increase in the budget of a department and is not funded from any system-wide compensation allocation. If you are thinking of becoming an Administrator II or planning the next step in your career, find details about the role, the career path and salary trajectory of an Administrator II. Slide 6. For Example: If an Administrative Support Assistant salary range 1 (class code 1032), changes to an Administrative Support Assistant salary range 2 (class code 1032), this is an in-class progression. For a downloadable version click here. If a position is reclassified to a lateral classification, a salary increase is generally not provided. An employees position description, which describes current job duties and responsibilities, is the foundation of the classification process. The Offices of Human Resources and Institutional Research participate in or conduct surveys annually to maintain awareness of compensation trends and issues. Get Salary Data on All Global Highest salary at Cleveland State University in year 2019 was $569,589. New research on who's asking for raises and who's getting them as well as advice on how to ensure you're getting the salary you deserve. The classification appeal review may include an interview with the employee and discussion with the department manager. An IRP is based on significant changes in duties and responsibilities, which do not warrant a classification change. 1. We get 3 days of combined PTO/sick days per year. . A classification review will be conducted by Human Resources and a written response will be prepared. The average Administrative Assistant II salary in the United States is $51,371 as of February 27, 2023, but the range typically falls between $46,010 and $57,673. Maintains files, databases, and archives of relevant records. Instructional Technician in Northridge, California, New research shows how to set pay for remote employees. Departments should consult with the OHR prior to the offer of employment being made. The estimated total pay for a Administrative Coordinator II at CSU Fullerton is $50,969 per year. Additionally, Administrative Assistant II screens calls and responds to or routes routine inquiries from external or internal sources with appropriate correspondence or other messaging. Those days were used up when I had COVID in Oct. A few weeks ago I had a medical emergency and spent 2 days in the hospital, having to take unpaid time off. (Please refer to appropriate CBA for specific provisions. CSU CLASSIFICATION SALARY RANGE: $4,583 - $14,713 PAY BASIS: Monthly CANDIDATES ELIGIBLE TO APPLY: . , Choice of fully employer paid PPO or HMO dental through Delta Dental. A measure of the relative value of positions in relation to one another within the same organizational unit, and/or across divisions as appropriate. Lets pay it forward! The estimated additional pay is $2,839 per . Related Searches:All Administrative Analyst Salaries|All California State University Salaries. Bonuses: A bonus is a lump sum payment that does not increase the employees base salary. The estimated additional pay is $10,837 per year. Avg. Overtime may be compensated in cash or in compensatory time off (CTO), as determined and approved by department management, and is generally compensated at a rate of time and one-half. The "Most Likely Range" represents values that exist within the 25th and 75th percentile of all pay data available for this role. Position Descriptions: Employees must be given a copy of the PD (OHRS 10-09) for the position that he or she occupies within a specified time after appointment. Job Description for Administrative Assistant II. The average salary for an Administrative Coordinator II is $44,966 per year in United States, which is 11% lower than the average CSU Fullerton salary of $50,969 per year for this job. An employee may not initiate a request for classification/skill level review until twelve (12) months have passed since the completion of a previous classification review. Classification groups jobs of a common nature with similar duties and responsibilities and assigns them an appropriate pay range. No, Human Resources will conduct a salary study, and reviews that information with the appropriate administrator. Our salaries are the result of in-depth national labor market analyses that ensure the CSU remains inline with compensation trends across higher education. All 115 staff classificationswere analyzed. The estimated additional pay is $1,812 per year. Administrator Iv California State University, 2020: $0.00: Zarin Mehta: ADMINISTRATOR IV California State University, 2015: $0.00: Erika D Beck: President California State University, 2021: $0.00: Timothy P White: CHANCELLOR OF THE CALIFORNIA STATE UNIVERSITY California State University, 2018: $0.00: Adela I de la Torre: President California . The red circle rate may occur when the current salary is above the maximum of the new salary range. The In-Range Progression Procedure (PDF, 168KB) is provided to assist employees who feel that salary or classification adjustments may be justified as a result of changing duties, skills, knowledge or other factors. This number represents the median, which is the midpoint of the ranges from our proprietary Total Pay Estimate model and based on salaries collected from our users. Accurate, reliable salary and compensation comparisons for United . Managers should have a copy of the PD on file; if necessary, they may send a request via email to the Classification & Compensation. What is the difference between a reclassification and an in-class progression? Develop and update administrative systems to make them more efficient. CSU Channel Islands is a member of the California State University System governed by several bargaining unit agreements. )A request for a temporary stipend may be submitted to the OHR by management on the Action Request Form, along with a memorandum that describes the precise request and rationale, includes specific beginning and ending dates, and any supporting information available. Employee Vaccination & Testing Information. An IRP is an increase within the current classification salary range. Average annual salary was $45,923 and median salary was $44,316. Administrative jobs offer increased opportunities for remote-work, particularly for job-seekers with more than a high school degree and technical skills such as experience in word processing and spreadsheet programs. 3. New research shows that each woman experiences the disparity of gender pay gap in different ways, depending on her position, age, race and education. These agreements, and the salary compensation program, can be found at: www.calstate.edu/hr . Human Resources will determine the appropriate classification for the position and notify the hiring supervisor. An IRP is may be based on one or a combination of considerations of salary equity, market conditions, or changes in duties that do not warrant reclassification or in-class progression, or exceptional performance.
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