Type of Appointment: Temporary Emergency (TE), Retired Annuitant (RA), or Temporary, Hourly, Intermittent (THI)
Collective Bargaining Unit: California State University Employees Union (CSUEU) - Unit 5, Unit 7, and Unit 9
- Administrative Support Assistant I (ASA I)
CSU Classification Salary Range: $3,505 - $4,302 per month
- Administrative Support Assistant II (ASA II)
CSU Classification Salary Range: $3,505 - $5,159 per month
- Administrative Support Coordinator I (ASC I)
CSU Classification Salary Range: $3,680 - $5,783 per month
- Administrative Support Coordinator II (ASC II)
CSU Classification Salary Range: $3,865 - $6,336 per month
- Administrative Trainee
CSU Classification Salary Range: $3,505 - $5,826 per month
- Administrative Analyst/Specialist NE (AA/S - NE)
CSU Classification Salary Range: $3,694 - $7,131 per month
- Administrative Analyst/Specialist EI (AA/S – EI)
CSU Classification Salary Range: $4,379 - $7,922 per month
- Administrative Analyst/Specialist EII (AA/S – EII)
CSU Classification Salary Range: $5,273 - $9,537 per month
- Administrative Analyst/Specialist EIII (AA/S – EIII)
CSU Classification Salary Range: $6,638 - $12,899 per month
ABOUT THE POSITION(S)
The purpose of this recruitment is to produce a pool of qualified applicants to call upon for temporary emergency administrative support appointments, which range from a duration of several days to a maximum of 180 days. A temporary emergency appointment is generally utilized to replace a permanent employee on leave of absence or to provide clerical support during a recruitment process subsequent to an employee's resignation. Temporary emergency appointments will be made in the appropriate job classification, depending upon the needs of the hiring department. You may be considered for available positions in any of these classifications depending on your qualifications.
QUALIFICATIONS
Requires a high school diploma or its equivalent and the following year(s) of experience:
- ASA I - One (1) year of experience in general office clerical work or one year of training in a vocational school/college
- ASA II - Three (3) years of experience in general office clerical or secretarial work or the equivalent.
- ASC I - Four (4) years of progressively responsible experience in general office clerical or secretarial work or the equivalent.
- ASC II - Five (5) years of progressively responsible experience in general office clerical or secretarial work or the equivalent.
- AA/S - NE - Bachelor’s Degree AND/OR the equivalent training and administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices, or programs.
- AA/S - EI - Bachelor’s Degree AND/OR the equivalent training and administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices, or programs PLUS two (2) years of related experience.
- AA/S - EII - Bachelor's degree AND/OR the equivalent training and administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices, or programs, PLUS four (4) years of related experience.
- AA/S - EIII – Bachelor's degree AND/OR the equivalent training and administrative work experience involving study, analysis, and/or evaluation leading to the development or improvement of administrative policies, procedures, practices, or programs, PLUS six (6) years of related experience.
Out of State Work
The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU’s mission is to prepare educated, responsible individuals to contribute to California’s schools, economy, culture, and future. As an agency of the State of California, the CSU’s business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information, go to https://calstate.policystat.com/policy/10899725/latest/.
Background Check
Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature, gravity and recency of the conviction, the candidate’s conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to https://calstate.policystat.com/policy/13813878/latest/.
Education Code 89521 Requirement
Applicants will be required to disclose whether they have received a final administrative decision or final judicial decision determining that they have committed sexual harassment within the last 7 years only after a determination is made that they meet the minimum qualifications for the position, and before an offer of employment is extended. Applicants who reach the final stages of the application process must also sign a release form that authorizes the release of information by the applicant’s current and/or former employers to the CSU concerning any substantiated allegations of misconduct.
Employment Eligibility Verification
Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information, go to https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents.
University Driving Requirements
Positions that require driving for university business by using a personal or state vehicle must comply with the Authorized University Driver Policy. Driving records are monitored and evaluated by the Risk Management Department. The Risk
Management Department evaluates a good driving report based on the following criteria. The driver must: 1. Have a valid California or other State Driver’s license. 2. Have no more than 3 motor vehicle violations or been the cause of 3 accidents in a
12-month period (or any combination of 3 thereof) 3. Not have more than 3 DMV Points, if their license is Class C or, 4. Not have more than 5 DMV Points, if their license is Class A, B, or C with endorsements. For more information, go to the Authorized University Driver Policy.
Child Abuse/Neglect Reporting Act (CANRA)
The person holding this position is considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. See policy at https://calstate.policystat.com/v2/policy/10927154/latest/.
Security & Fire Safety
In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing at: https://www.cpp.edu/pdfs/annual_security_report.pdf and https://www.cpp.edu/housing/documents/fire_safety_report.pdf.
Pay Transparency Nondiscrimination
As a federal contractor, Cal Poly Pomona will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. For more information, see the Pay Transparency Nondiscrimination Provision poster.
Reasonable Accommodation
We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at [email protected]. For more information, go to Employment Notices.
Equal Employment Opportunity
Consistent with California law and federal civil rights laws, Cal Poly Pomona provides equal opportunity in employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin. Our commitment to equal opportunity means ensuring that every employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly Pomona complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California’s Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU’s Nondiscrimination Policy. We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices.
As a federal contractor, Cal Poly Pomona complies with the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and requests priority referral of protected veterans for our job openings.
Other Notices
