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Whenever possible, non-CSU Operating Fund, revenue funds and self-support operations should use actual staff benefit costs by employee. Benefit expenditures can vary widely depending upon an individual’s Collective Bargaining Unit, personal choices and preferences, and the number of dependents covered. It is not unheard of that for an individual employee, their staff benefit rate has exceeded 50%

In the begin base budget build process, non-CSU Operating Fund entities are encouraged to establish their budgets using prior year actual staff benefit expenditures, adjusted for known changes in specific benefit rates or amounts. Changes in the amounts paid by the employer from one fiscal/annual year to another, as well as other up-to-date information on benefits, can be found at CSU Employee Benefits Programs.

Note that health benefit rate changes are effective with December’s payroll (distributed the first of January). Staff benefit projections for vacant positions can be calculated using Collective Bargaining Unit guidelines or by averaging all employees in the same job classification or bargaining unit within the non-CSU Operating Fund entity. Each non-CSU Operating Fund entity is encouraged to develop the approach that works best for itself.