Compensation, Benefits and Retirement

Guiding faculty through salary structures, compensation policies, retirement options and post-retirement recognition programs.

Compensation Policies and Retirement Pathways

Faculty compensation and retirement programs at Cal State Monterey Bay are guided by CSU systemwide policies and collective bargaining agreements. This page outlines salary schedules, pay processes, negotiated increases, retirement pathways and post-retirement recognition, including FERP, PRTB and emeritus/a status. Together, these programs support equitable compensation, transparent advancement and thoughtful transition planning throughout the faculty career lifecycle.

Cal State Monterey Bay faculty salaries are governed by systemwide policies and collective bargaining agreements within the California State University (CSU).

The CSU Chancellor’s Office, Systemwide Human Resources, is the official distributor of the CSU salary schedule.

Note: The Unit 3 Salary Table is provided as a reference only and does not replace the official CSU Salary Schedule. Updated tables will be posted as soon as they become available.

How Faculty Salaries Are Determined

Faculty salaries are negotiated through collective bargaining between the CSU Board of Trustees and the California Faculty Association (CFA).

Salary ranges are consistent across the CSU system for equivalent ranks and classifications.

Each rank or range includes:

  • A minimum salary
  • A service-based maximum salary
  • A performance-based maximum salary

Newly appointed faculty may be hired above the service-based maximum for a given rank or range. However, those hired above the service-based maximum are not eligible for Service Salary Increases (SSI).

For official and current salary information, refer to the CSU Salary Schedule by issue date.

Pay Schedule and Benefits

Academic employees are paid monthly.

  • Academic year faculty receive 12 monthly paychecks.
  • Advances on unearned salary are not permitted.
  • Monthly pay dates and direct deposit information are available on the Payroll webpage.

Important for New Faculty

Faculty who begin employment in August will:

  • Receive their first paycheck on the first payroll date in October.
  • Begin health benefits coverage in October.

Salary Adjustments

Salary adjustments are governed by Article 31 of the collective bargaining agreement and are implemented only when negotiated.

General Salary Increase (GSI)

A General Salary Increase is an across-the-board increase to base salary for all faculty unit employees.

Service Salary Increases (SSI)

After appointment or promotion, eligible faculty may receive up to eight Service Salary Increases (SSI), or the equivalent, based on demonstrated satisfactory performance commensurate with rank, work assignment and years of service — when SSIs are negotiated.

Key provisions:

  • SSIs may not exceed the service-based maximum for a rank or range
  • An SSI may not exceed 2.65%
  • SSIs are implemented only in fiscal years specifically identified in the CBA
  • Eligible faculty with an SSI counter greater than zero receive the increase effective the first day of the quarter after becoming eligible

(Refer to Article 31 of the CBA for full details and implementation years.)

Promotion Increases

In accordance with Article 31.5 of the CBA:

  • Promotion shall be accompanied by advancement of at least 9% on the salary scale.

The university also conducts an equity analysis for faculty undergoing promotion. The president considers this analysis when determining final salary adjustments for successful promotion candidates.

Post-Promotion Increases (PPI)

Post-Promotion Increases apply to senior faculty — full professors, Lecturer D faculty and equivalent librarian, counselor and coaching ranks — who have exhausted all SSI eligibility.

When negotiated, PPIs are:

  • Applied to eligible faculty
  • Effective on the faculty member’s anniversary date
  • Implemented in designated fiscal years as specified in the CBA
Market Salary Increases (MSI)

The president may grant a market salary increase to probationary or tenured faculty to address documented market considerations.

Application Process

Faculty submit applications to:

  • The department chair
  • With copies to the AVP for Academic Personnel and the provost

Applications typically include:

  • Documentation demonstrating market-based salary lag, or
  • A verified employment offer from another institution (on official letterhead)

Review Process

  • A tenured department committee reviews the request.
  • The department chair provides a recommendation.
  • The college dean conducts a comprehensive salary analysis and submits an independent recommendation to the provost.

The dean may support a request only when:

  • The request is clearly supported by market-based evidence; and
  • Permanent funding is available within the college budget (university central funds are not available).

Final decisions regarding market adjustments — including amount and effective date — are made by the provost and are not subject to the grievance procedure.

Lecturer Range Elevation

Lecturers who:

  • Have exhausted SSI eligibility (SSI counter of “0”), and
  • Have completed at least five years of service

may request elevation to the next lecturer range upon reappointment.

Requests are reviewed in accordance with campus policy and department and college criteria. Decisions are issued by the dean at the time of reappointment.

Additional details are available in the Lecturer Range Elevation guidelines.

Salary Data and Additional Resources

  • CSU Average Salaries
  • Chronicle Data
  • Faculty Handbook (comprehensive compensation guidance)

For questions about faculty compensation, please contact Academic Personnel.

Eligible tenured faculty may participate in the Faculty Early Retirement Program (FERP), a negotiated benefit outlined in Article 29 of the Collective Bargaining Agreement (CBA).

FERP provides a structured pathway for faculty to transition into retirement while continuing to teach or serve the university on a reduced basis.

Eligibility

To participate in FERP, faculty must:

  • Be tenured (including eligible librarians)
  • Be at least 55 years old at the time of entry into the program
  • Meet applicable retirement requirements

Counselor faculty unit employees are not eligible.

Participation is subject to program conditions and university approval.

How FERP Works

FERP allows retired faculty to work for up to five years following retirement.

Workload is limited to:

  • 50% of the time base held in the year prior to retirement

For most full-time faculty, this means:

  • One semester at full time each academic year, or
  • Half-time work throughout the academic year

Specific assignments are subject to departmental and college needs.

Related Programs

Pre-Retirement Reduction in Time Base (PRTB)

The Pre-Retirement Reduction in Time Base Program (PRTB) allows eligible academic personnel to phase into retirement before entering FERP.

Participants may reduce their time base to an average of:

  • Two-thirds
  • One-half
  • One-third

PRTB may last for up to five years while maintaining:

  • Full retirement credit
  • Health and other eligible benefits

See Article 30 of the CFA Collective Bargaining Agreement for full details.

Post-Retirement Employment Program

The Post-Retirement Program allows retired employees and FERP participants, with approval, to work:

  • Up to 960 hours per fiscal year, or
  • Up to 50% of the hours worked in the final fiscal year prior to retirement

For non-academic employees, the limit is 960 hours per calendar or fiscal year.

Participation requires prior approval and must comply with CSU and CalPERS regulations.

FERP and PRTB Retirement Benefits Calculator

Use the PRTB-FERP Retirement Benefits Calculator, provided by San José State University’s Office of Faculty Affairs, to estimate potential retirement outcomes.

The calculator allows you to enter your individual data to generate an unofficial projection of:

  • CSU salary under a reduced time base
  • Estimated CalPERS retirement benefits

Please note that this tool provides estimates only and is intended for planning purposes. It does not replace official retirement counseling or CalPERS benefit calculations.

Considering FERP?

Faculty are encouraged to:

  • Review Articles 29 and 30 of the CBA
  • Consult with their department chair and college dean
  • Contact Academic Personnel or Human Resources for individualized guidance
  • Confirm retirement eligibility with CalPERS

Early planning helps ensure a smooth transition and informed decision-making.

Related Documents and Forms

Emeritus/a status recognizes retiring faculty members for meritorious service to Cal State Monterey Bay.

Each academic department or equivalent unit establishes its own criteria for meritorious service. Every nomination must include a concise written recommendation from academic colleagues outlining evidence of distinguished contributions.

Nomination Process

Nominations may be initiated by faculty colleagues and submitted in one of two ways, depending on the nominee’s department affiliation.

Nomination by Colleagues in the Same Department

When a retiring faculty member is nominated by a colleague within the same department:

  • The nomination is submitted to the department chair
  • The chair facilitates a vote within two weeks of receiving the nomination
  • Eligible voters include tenured faculty, tenure-track faculty and full-time temporary faculty
  • If a simple majority (51%) of eligible faculty vote in favor, the nomination is forwarded to the dean (or appropriate administrator), with a copy sent to Academic Personnel
  • Within two weeks of receiving the nomination, the dean forwards the nomination to the provost with a written recommendation, and copies are provided to the faculty member, department chair and Academic Personnel
Nomination by Colleagues in a Different Department

When a retiring faculty member is nominated by a colleague from a different department:

  • The nomination is submitted to the dean (or appropriate administrator) of the nominee’s college or academic unit (e.g., Library)
  • The dean facilitates a college-level vote within two weeks of receiving the nomination
  • Eligible voters include full-time faculty within the college or equivalent academic unit
  • If a simple majority (51%) vote in favor, the dean forwards the nomination to the provost within two weeks, including a written recommendation
  • Copies of the nomination and recommendation are provided to the faculty member, department head and Academic Personnel

Provost and President Review

Provost Review

Within three weeks of receiving the nomination and the dean’s recommendation:

  • The provost prepares a written recommendation
  • The nomination package is forwarded to the president
  • Copies are sent to Academic Personnel, the dean and the faculty member

Presidential Decision

The president makes the final determination and notifies the retiring faculty member in writing.

Recognition

Newly awarded emeritus/a faculty will:

  • Be formally announced at a campus event at the beginning of the next academic year
  • Be listed on the Academic Personnel website

For full eligibility requirements, rights and privileges associated with emeritus/a status, please refer to the Policy on Faculty Emeritus/a Status.