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Bonus Guidelines For Represented Staff

Definition:

Bonus is defined as a lump sum payment that is not a permanent increase to the incumbent’s base salary. (CSUEU)

Availability for bonus depends upon bargaining unit.  Bonuses are currently available only to units 2,5,7,9 (CSUEU) and 4 (APC).  This reflects information found in Memorandum of Understanding (MOU) provisions in effect as of December 2002.  Any future MOU provisions that come into effect will take precedent over these published guidelines.

General Eligibility:

  • Normally, employee must have completed one year of service in the position.
  • Employee must have current performance evaluation on file at an overall satisfactory or above level.
  • Normally, an employee is eligible for a bonus only once in a given fiscal year.
  • There have been no prior base salary adjustments based on the same functions or factors.

Process:

Requests for bonuses are submitted by supervisors or managers, and should be forwarded to the Program Center Manager to assess if a bonus is warranted and funding available. 

  1. If it is determined by the Program Center Manager that pursuit of a bonus is valid and warranted, the Request for Staff Bonus form is prepared, with attached justification illustrating the particular factors leading to the request.  (The Request for Bonus form is available at http://www.csus.edu/hr/forms.htm under Classification & Compensation.)   
  2. The Request for Staff Bonus form with justification should then be forwarded to the appropriate Vice President for review and approval.
  3. For requests up to 4%, not exceeding $2000, the Request for Staff Bonus form should then be submitted to Human Resources for Payroll processing, logging and retention.
  4. For requests above 4% or $2000, the Vice President will submit the request to the Vice President for Human Resources.  The Human Resources Compensation Committee will analyze the request, using the criteria described in Attachment A, to determine if a bonus is warranted.  If approved, HR will then determine the appropriate percentage.  The final decision will be communicated in writing to the appropriate Vice President and/or Dean or Director.  Bonus requests where special salary adjustments have occurred in the year previous to the current request will also be reviewed by HR.  Special salary adjustments include reclassifications, in-range progressions, prior bonuses, requests to hire above the minimum, and individual salary adjustments.  It does not include negotiated general salary increases, merit pay, or service salary increases.
  5. If bonus is approved, HR will initiate paperwork to implement the action.

Bonuses are funded by the initiating department. 

A bonus should not be promised to the employee prior to final approval by the Office of Human Resources.

NOTE:  Managers who wish to request reconsideration of any salary adjustment decision may do so by memorandum to the Vice President for Human Resources within five (5) working days of notification of original decision.

Rev. 08/2006