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Office of International Services

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Student health insurance requirements

All IU international students in F or J status along with their dependents are required to have health insurance for their entire stay in the United States. After you register for classes, we will enroll you in the IU International Plan, which is administered by Anthem and managed by University Health Plans ( UHP ), and will bill your bursar account each semester.

F-1 students on OPT who are not registered in IU classes will not be enrolled in the IU Plan automatically. However, you can still purchase coverage for the duration of your OPT. Contact OIS for more information. 

International students with a non-immigrant visa status other than F or J are eligible for the IU Plan but must contact OIS to request enrollment in the plan each semester.  IU students who are U.S. Lawful Permanent Residents or citizens do not qualify for enrollment in the IU International Plan.

Billing and coverage dates

The IU Health Insurance Fee is the premium you pay to be enrolled in the IU Plan. IU negotiates with Anthem to keep this fee as low as possible, but rates can increase every year. After you register for classes, OIS bills the fee to your bursar account, and IU gives that fee to Anthem to pay for your insurance premium. Dates of insurance coverage are August 1 – December 31 for fall and January 1 – July 31 for spring and summer. New and returning students who begin or resume their studies in the summer are enrolled in the plan June 1 – July 31.

IEP students are also enrolled in the IU Plan after registering for classes. Coverage dates and fees differ each session. 

See the current health insurance fees along with more information about the IU International Plan on the IU Human Resources Student and Scholar Health Insurance page .

Frequently asked questions

Does my health center fee pay for insurance, how do i find my insurance information, do i have to keep insurance if i withdraw from all classes.

If you have a qualifying IU assistantship or fellowship , you may be covered by a different IU plan. Ask your academic department about your health insurance options.

Insurance for dependents

You are responsible for ensuring your F-2 or J-2 dependents have health insurance, and you may purchase coverage for them on your IU plan. Dependents are not automatically enrolled in the IU Plan, and the cost cannot be billed to your bursar account.

How to enroll your dependents

Health insurance can be confusing. See our glossary if you have questions about terms used by health insurance providers.

If you already have health insurance, you might qualify for an exemption from the IU Plan if you meet certain criteria.

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Access Pay Advices

General information, payee and position information, hours and earnings, before-tax deductions, after-tax deductions, employer paid benefits, totals section, leave accruals, net pay distribution, view paychecks online.

The term "paycheck" describes employee pay whether the payment is received via direct deposit, paycard, or physical check. This page explains how to access your paycheck information online and offers explanations of the information reflected on your pay advice, also known as a check stub. The pay advice lists all of the deductions, taxes, benefits, and net pay distributions for that paycheck. Use the Table of Contents button to the right to jump to a section.

Paycheck information is available in the Employee Center task tile in One.IU. Once logged into the Employee Center, select the Payroll and Tax tile.

A list of your past paychecks is displayed with the most recent paycheck listed at the top. Click on a row to review the pay advice. After selecting a row you will be prompted to acknowledge a securty notice. Click "No" to acknowledge the notice and the pay advice will open in a new window or tab.

Explanation of Paycheck Fields

The top section of the pay advice includes the following information:

• Every pay advice reflects Indiana University's name and address in the payroll system.
• Pay Group: the payroll schedule and voucher groupin for different employee types. The pay group determines the frequency of your payroll payment, among other things.
• Pay Begin Date: first day of the pay period for wages included in the payment.
• Pay End Date: last day of the pay period for wages included in the payment.
• Buisness Unit: your campus. For example, IUBLA is the abbreviation for the Bloomington campus IUINA is the abbreviation for the Indianapolis campus.
• Advice #: a unique, internal identification number assigned by the payroll system. Similar to a check number.
• Advice Date: date of paycheck issue.

Following the fields above, you'll see the following information:

• Your name and address.
• Employee ID: your 10-digit university identification number.
• Department: your department.
• Location: the campus where your department is located.
• Job Title: your official title on file with IU Human Resources.
• Pay Rate: your hourly, monthly, or contracted rate of compensation.

The box located to the right of the payee and position information lists your federal and state withholding preferences including your:

• Marital status.
• Number of allowances (where applicable).
• Additional withholding percentage, and
• Additional withholding amount.

If you claim exemption from federal taxes or are exempt due to tax treaty benefits, this will be reflected next to the Tax Status label. Tax status changes submitted on or around payroll processing dates can result in discrepancies in the information displayed on your pay advice. Contact your department's payroll processor if you have questions regarding your tax wihholding.

This box displays the entry lines and column content for hours worked during the pay period. Biweekly-paid and monthly-paid employees will see slightly different fields in this section.

• Description: states what type of employee you are, for example biweekly staff, hourly staff, regular monthly, etc.
• Rate: your hourly pay rate. This section will be blank for monthly-paid employees.
• Hours: hours you worked during the pay period. Ths section will be blank for monthly-paid employees.
• Earnings: the dollar amount you earned during the pay period.
• YTD Hours: total hours you have worked during the calendar year.
• YTD Earnings: your total earnings for the calendar year.

Here you'll find detailed accounting of all taxes withheld, both for the current pay period and for the entire calendar year.

• Fed Withholding: federal tax withholding.
• Fed MED/EE: your portion of the Medicare tax.
• Fed OASDI/EE: your portion of the Social Security tax.
• IN Withholding: state tax withholding.
• IN [County Name] Withholding: local tax withholding.

This box displays benefits and general deductions that reduce your taxable gross pay. Deductions are listed both for the current pay period and for the entire calendar year.

Some benefits and deductions you may see here include: medical and dental plan premiums, the Tax Saver Benefit health care and dependent care reimbursements, personal accident insurance, Health Savings Accounting contributions, Tax Deferred Annuity contributions, and parking. Click here to access a full list of before-tax deductions.

This section contains benefits and general deductions that do not reduce your taxable gross pay. Deductions are listed for both the current pay period and for the entire calendar year.

Some benefits and deductions you may see here include donations to United Way or the IU Foundation (including WFIU or WTIU), payments to the Bursar, and long-term disability insurance. Click here to access a full list of after-tax deductions.

Garnishments are considered after-tax deductions. In compliance with legal court-ordered documents, or at your request, payments for a variety of wage assignments are collected from your paycheck. The garnishment process is managed by centrally University Payroll, a department within the Office of the University Controller. Common garnishment payment types include:

• Child support: the court orders a specific payment amount.
• Writ of garnishment: the court orders 25% of disposable income. Disposable income is what remains after taxes are withheld. When IU recieves multiple writs, amounts are withheld in the order that writs were received.
• Wage assignment: you negotiate an amount with the vendor. You must request a Cause number at the Clerk's Office.
• Student loans: the court orders 15% of disposable income. Disposable income is what remains after taxes are withheld. When IU receives multiple writs, amounts are withheld in the order that writs were received.

If you fail to return the Form 668-W to the IRS and to IU, IU is required to withhold the maximum amount allowed.

• Bankruptcy: the court orders a specific amount.

Displays the amounts of IU-contributed benefits. These amounts are listed both for the current pay period and for the entire calendar year. This information has no impact on your pay; it is listed for reference only.

Some benefits you may see here include medical and dental premium plans, life insurance plans, retirement plans, and Health Savings Account contributions.

This box stretches across the width of the pay advice and displays a summary of your totals for both the current pay period and the entire calendar year.

• Total Gross: total paycheck amount this pay period.
• Fed Taxable Gross: the total remaining after the before-tax deductions are subtracted from the Total Gross.
• Total Taxes: the total amount listed in the Taxes section, described above.
• Total Deductions: The sum of the before-tax and after-tax deductions.
• Net Pay: the actual dollar amount the employee receives for the pay period.

This box displays leave accrued by biweekly staff. Monthly, academic, part-time, and contract staff will not see information in this box. Monthly staff may review their leave accruals via the ePTO task tile in One.IU.

• Vacation Available: total vacation hours available for use in current calendar year.
• Vacation Accrued: total number of vacation hours the employee has earned.
• Sick Hours: total sick leave hours available.
• Holiday Hours: total number of official holiday hours available for use in current calendar year.
• Comp Hours: total number of compensation hours available for use.

This box reflects how your paycheck was distributed: direct deposit, paycard, or physical check.

• Account Type: typically checking or savings.
• Account Number: a secure reference to the account(s) in which funds are deposited. Only the final two digits of the account number are displayed.
• Deposit Amount: the dollar amount deposited into each account.

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• 2024 Plan Changes
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Compare the costs of the plans.

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Medical Premiums

Subtract $15 monthly for an employee or spouse ($30 for both) who does not use tobacco and complete a tobacco-free affidavit.

*Important Notes:

• Employee contributions are deducted before taxes.
• The salary band is determined by the annual base salary at the time payroll runs each pay period.
• The total monthly premium is the sum of the employee contribution plus the university's contribution towards the employee's coverage. 
• Eligible employees can elect medical coverage with or without electing dental coverage.
• Faculty appointed as 10-month academic employees who do not receive pay in the summer, will have medical plan premiums caught up when they return in August. This means premiums from June, July, and August will all be deducted from the August paycheck.
• Special note for dually employed IU and IU Health Physicians:  For School of Medicine faculty who are dually employed by IU and IU Health or the VA, the annual base salary includes both the IU base salary and IU Health compensation, as determined by the School of Medicine.

Dental Premiums

• Eligible employees are able to elect dental coverage with or without electing medical coverage.
• Faculty appointed as 10-month Academic employees who do not receive pay in the summer, will have dental plan premiums caught up when they return in August. This means premiums from June, July, and August will all be deducted from the August paycheck.

Supplemental AD&D Premiums

*For Employee and Family Coverage, benefits for family members will be a percentage of the Benefit Amount selected.

Critical Illness Premiums

*Eligible children through age 25 are automatically covered at 50% of the employee's benefit amount for no additional cost.

**Premium for spouse coverage is calculated based on the employee's age. 

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IU Health selling insurance business to Elevance

Indianapolis-based Indiana University Health is selling its health plan to Elevance Health's Anthem Blue Cross and Blue Shield for an undisclosed amount.

The deal is expected to close by the end of 2024, according to a Sept. 10 news release. IU Health Plans serves 19,000 Medicare Advantage members across 36 counties and 12,000 fully insured commercial members through employers.

IU Health reported $1.1 billion in net income in 2023, which includes investment gains of $931 million. This contrasts with a net loss of $715 million in 2022, according to its most recent financial report. Operating revenue increased 6.9% year-over-year to $8.6 billion, driven by higher inpatient and outpatient surgeries and more medical inpatient discharges in 2023.

Other health systems have also sold their insurance subsidiaries this year. In February, Springfield, Mass.-based Baystate Health reached a deal to sell Health New England to Point32Health, parent company of Harvard Pilgrim and Tufts Health Plan. In January, Toledo, Ohio-based ProMedica announced it would sell its insurance unit, Paramount Health, to Medical Mutual of Ohio.

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Benefits Spotlight: Plans that nurture your health and well-being

By IU Human Resources

October 06, 2023

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When it comes to health insurance, the IU medical and dental plans offer more than just comprehensive coverage. Enrollment also includes access to exclusive programs designed to empower employees and their covered family members to take control of their health.

In this week’s Benefits Spotlight, we’ll explore the available plans and their complimentary wellness programs, and highlight ways they can benefit IU members.

Medical coverage 

During Open Enrollment, employees can choose from two voluntary medical plans: the Anthem PPO High Deductible Health Plan and the Anthem PPO $500 Deductible Plan. Both plans offer comprehensive coverage, access to Anthem’s nationwide and overseas network of providers and facilities, and out-of-network benefits.

Covered services include medical, prescription, vision, and mental and behavioral health, and both plans cover preventive medical care at 100%. The more popular of the two plans, the Anthem PPO HDHP, has higher deductibles and out-of-pocket limits, but much lower monthly premiums. Conversely, the Anthem PPO $500 Deductible Plan offers lower deductibles and out-of-pocket limits, but much higher monthly premiums.

A benefit of enrolling in the Anthem PPO HDHP is the opportunity to enroll in the Health Savings Account, a special tax-advantaged savings account that’s funded by you and IU. The tax-free funds in the account can be used to pay for current and future health expenses for you, your spouse and your tax dependents, even after you leave IU or retire. Employees enrolled in the Anthem PPO $500 Deductible Plan are not eligible for the HSA.

Complimentary programs and services

In addition to comprehensive coverage, enrollment in an IU medical plan includes access to these complimentary programs and services through Anthem:

• Sydney Health app : Fast and convenient access to your health insurance information right on your phone. You can find a doctor, check the cost of services, view and submit claims, access your Anthem ID card, and visit with a provider through telehealth. You can also sync your devices to your fitness tracker, monitor your nutrition, and set custom reminders to help you reach your wellness goals.
• LiveHealth Online telehealth : 24/7 virtual consultations with board-certified providers for urgent, allergy and dermatology care. Or you can schedule a virtual appointment with a psychologist or psychiatrist.
• Livongo for Diabetes or Hypertension Management: Expert support for chronic conditions including free monitoring tools and supplies, personalized insights and expert support.
• New for 2024: CVS Caremark partnership with GoodRx: Starting in 2024, IU medical plan members will have automatic access to GoodRx prescription pricing, which allows you to pay lower costs, when available, on generic medications.
• Behavioral health services : Treatment and support programs for mental health conditions, substance-use disorder, eating disorders and more.
• AllClear ID Protection : Comprehensive no-cost identity protection service includes identity repair, credit monitoring and identity monitoring.
• Discounts on wellness products and services : Discounts for vision and hearing services, fitness trackers, gym memberships, and more.

Dental coverage

IU offers one dental plan option for employees through Cigna. When you visit an in-network dentist there is a $25 annual deductible, and other services are covered at 50% up to the $1,200 annual benefit limit. Coverage also includes two free routine exams/cleanings per year.

For each member who receives at least one preventive exam/cleaning per calendar year, their annual benefit limit will increase by $100 in the subsequent year, up to a maximum of $1,500.

In addition to comprehensive coverage, enrollment in the IU dental plan includes access to these complimentary programs and services through Cigna:

• Virtual Dental Care : Meet with a dentist over video to address urgent dental concerns such as pain, swelling and infection.
• C igna Dental Oral Health Integration Program : This program reimburses you for certain out-of-pocket dental costs used to treat gum disease and tooth decay. The program is for people with certain medical conditions that have been found to be associated with gum disease, such as heart disease, diabetes, maternity and chronic kidney disease.
• MyCigna App : Find an in-network dentist, review your coverage, estimate your dental care costs and access your ID card.

By taking advantage of these valuable resources, you’re not only getting the most out of your benefits, but you’re also investing in your well-being and becoming a more informed health care consumer.

To learn more about IU medical and dental coverage, and explore plan changes and premiums for 2024, visit the Open Enrollment website .

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University Human Resources

Premiums Monthly Employee Contributions for IU-Sponsored Healthcare Plans

On this page: Medical | Dental

Printer-friendly version: 2024

Medical Plans

2024 premiums.

Subtract $15 monthly for an employee or spouse ($30 for both) who does not use tobacco and complete a tobacco-free affidavit.

*Important Notes:

• Employee contributions are deducted before taxes.
• The salary band is determined by the annual base salary at the time payroll runs each pay period.
• The total monthly premium is the sum of the employee contribution plus the university's contribution towards the employee's coverage. 
• Eligible employees can elect medical coverage with or without electing dental coverage.
• Faculty appointed as 10-month academic employees who do not receive pay in the summer, will have medical plan premiums caught up when they return in August. This means premiums from June, July, and August will all be deducted from the August paycheck.
• Special note for dually employed IU and IU Health Physicians:  For School of Medicine faculty who are dually employed by IU and IU Health or the VA, the annual base salary includes both the IU base salary and IU Health compensation, as determined by the School of Medicine.

Dental Plan

• Faculty appointed as 10-month Academic employees who do not receive pay in the summer, will have dental plan premiums caught up when they return in August. This means premiums from June, July, and August will all be deducted from the August paycheck.
• Special note for dually employed IU and IU Health Physicians:  For School of Medicine faculty who are dually employed by IU and IU Health or the VA, the annual base salary includes both the IU base salary and IU Health compensation, as determined by the School of Medicine.

Page updated: January 2024 IU Human Resources Contact Us

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University Policies

Pay and salary setting.

Policy Statement

Definitions.

• Related Information

About This Policy

This policy applies to all staff and part time positions.

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• Indiana University pledges itself to continue its commitment to the achievement of equal opportunity within the university and throughout society as a whole. In this regard, Indiana University will recruit, hire, promote, educate, and provide services to persons based upon their individual qualifications. All individuals who apply for employment, promotion, or transfer are given equal consideration regardless of their protected characteristics listed in UA-01,  Non-Discrimination / Equal Opportunity / Affirmative Action .
• Clearly communicating its policy prohibiting improper deductions, including a complaint mechanism.
• Reimbursing employees for any improper deductions in a reasonable time frame.
• Making a good faith commitment to comply in the future.
• The university retains the right to eliminate, change, and establish framework pay levels. In the event a new position is established or an existing position progresses within the same job function and job family, the campus human resource office shall classify the position within the job framework which identifies an appropriate range of pay.
• No supervisor or administrator may communicate or extend an offer contrary to the university policies related to employment, compensation, or benefits, nor imply or state that a contract has been created between the university and the current or future employee before the necessary approvals have been obtained. Only the president or vice presidents may offer employment contracts.
• The classification level and pay range of the position’s job level
• The candidate - employee’s job-related qualifications  
• The employee’s performance
• Pay of current employees in the same job or comparable jobs at IU; depending on the position, this includes comparable jobs within the department, the campus, RC, or the university
• The RC’s fiscal status
• External market considerations for similar work in the relevant labor market segment based on geographical considerations (local, state, regional, or national) and type of employer (public, private, or higher education)
• The maximum of a pay range represents a wage that is significantly above average competitive salary. As such, it is reserved solely for exceptional performers who continually make significant contributions to the university.
• Employees should not receive a wage that exceeds the maximum for the assigned pay range. This is necessary to preserve the integrity of the wage structure.    
• The applicant or employee shall not be notified of the pay/salary action until the Responsibility Center (RC) and any required campus approvals have been obtained.
• Employees who meet minimum job qualifications should receive at least the minimum of the range.

The following procedures apply to all staff employee groups:

• The campus human resources office provides consultative advice and assistance for pay and salary-setting decisions at any point in the processes described below.
• Campus human resources is the final reviewer of the eDoc that will update the employee’s HRMS record.
• A new hire wage that creates an internal inequity should be carefully considered, including a strategy or plan for remedying the inequity with other employees. Such a remedy should be approved by campus HR before offering the pay/salary to the new hire. 
• Any Department of Labor (DOL) minimum salary that would apply to certain visa holders.
• Career progression must comply with Position Placement Within the Job Framework(previously Position Classification/Reclassification) .
• A salary decrease may be appropriate if a lateral transfer is initiated by the employee for personal or career development reasons, or as a result of choosing another position because of a reduction in force, and results in an internal equity issue with the unit.  Such decreases must be approved by campus HR.
• Certain job-related certifications needed to advance within a profession may result in a pay increase adjustment but are not explicitly required by policy. A formal certification pay adjustment program should be approved and on file with the campus human resources office prior to the submission of any related salary adjustments.
• A starting wage set in the first quartile of the pay range (minimum to 25th percentile) requires that the new employee's qualifications meet or exceed the minimum qualifications for the position.
• A starting wage at or near the pay of current incumbents in the same or comparable jobs will not be supported unless the new employee's qualifications are comparable to those of the current incumbents.
• A starting wage may be set up to the top of the third quartile (75th percentile). This requires that the new employee's qualifications are exceptional. Departments will provide justification upon request to the campus human resources office to start a new hire's wage above the top of the third quartile.
• The department head
• The RC head for Bloomington positions
• The campus human resources office for Northwest positions
• The campus human resources office

 Career Evolution

• Progression Within Position: Occurs when an employee takes on additional responsibilities within the same position. These responsibilities may result in an HLR and classification to the same role descriptor or career progression to a role descriptor with a different career level within the same job function and family, with or without a salary adjustment.
• Transfer – Promotion: Occurs when an employee transfers from one position to another position that is assigned to a higher career level. The job function and family may be the same or different in the new position. Typically results in a salary change.
• A salary that creates an internal inequity should be carefully considered, including a strategy for remedying the inequity with other employees.
• The increase will not exceed the maximum of the new salary range.
• Is at least comparable to the salary level that would be paid to a new hire with equivalent qualifications
• Adequately recognizes the assumption of higher level responsibilities
• Is consistent with the promotional increases provided to other employees under comparable circumstances
• Considers the individuals qualifications of the position
• A salary set in the first quartile of the salary range requires that the employee’s qualifications meet or exceed the minimum qualifications for the position.
• A salary set in the middle of the salary range requires that the employee’s qualifications are exceptional.
• The minimum increase should be five percent (5%) or the minimum of the new salary range, whichever is higher.
• In limited circumstances, a minimum salary increase may be less than five percent (5%) if the increase would create internal inequity within the unit and if the employee pursuing career progression or promoting gives their consent.
• The maximum increase is to the same relative position within the new salary range (i.e. the percentage difference between the pay ranges involved) or up to the third quartile of the new range, whichever is higher.
• When the transfer is voluntary, this may result in a salary decrease.
• When the transfer is initiated by management, this will not result in a salary change.
• A decrease  greater than the same relative position may be applied subject to approval by the campus human resources office to address internal equity with other employees within the unit performing the same or similar work and having similar skills.
• A decrease greater than the same relative position may be applied subject to the employee’s agreement and approval by the campus human resources office to address internal equity with other employees within the unit performing the same or similar work and having similar skills.
• The university encourages staff to pursue career development opportunities; therefore, reasonable time away from the job for IU-provided training and development classes (HR-08-100, Training and Education ) and IU job interviews is permissible. Employees are not required to make up the time or charge it to accumulated time off.

  Higher Level Responsibilities (HLR) Increases:

• The scope and responsibility of an employee’s position significantly changes within the current career level, and
• An employee masters new job competencies resulting in significant additional responsibilities within the current career level.
• The rationale for an HLR increase requires written substantiation of the assignment of additional responsibilities and/or the new job competencies.
• The department must provide the campus human resources office documentation of the new responsibilities and proposed increase for review.
• For Non-Exempt CWA employees, to be eligible, the employee’s pay should be below the fourth quartile (75th percentile) of the salary range.

  Market Adjustments:

• A market adjustment is a special, one-time increase to the base pay provided to an employee or employees to correct a significant deviation from internal equity or external competitiveness.
• An employee is paid substantially lower in the salary range than other employees with similar qualifications and comparable years of service in the same job or comparable jobs in the RC or, if appropriate, comparable jobs at the university.
• There is significant compression between the employee's pay and the pay of more recent hires in the same job within the same department, which results from conditions outside the control of the department head (e.g., placements through reduction in force or reorganizations).
• There is significant compression between the employee's pay and pay of other employees who report directly to the employee.
• The rationale for a market adjustment requires written substantiation and analysis of the pay discrepancy and the internal or external market conditions that led to the discrepancy; and, if applicable, documentation of any relevant employment offer.
• Increases requested July-November recommended to be effective with the first January pay period.
• Increases requested December-June recommended to be effective first pay period in July.
• Pay adjustments will not be approved retroactively.
• No employee will receive more than one pay adjustment outside of budget construction during any twelve-month period.
• Generally, an employee must have been in the current position for at least six months, and performance must be at least at the satisfactory level.
• A pay adjustment should not exceed 10% of the employee's current pay.
• The employee's pay should be below the midpoint of the range, and the employee should have considerable years of service and/or critical experience or skills.
• In determining the amount of the equity adjustment, in addition to those principles listed in the policy section, also consider the employee’s placement within the salary range relative to the number of years of service.

  Procedures for HLR Increases and Market Salary Increases:

• Recommendations for a salary adjustment will be initiated and forwarded by the department head, with notice to the Responsibility Center for Bloomington positions, and submitted to the campus human resources office.
• For market requests, the respective campus HR office will notify the president of CWA, Local 4818, for Bloomington and Northwest positions and the Northwest campus CWA vice president for Northwest positions, prior to the approval of a salary adjustment, and provide the president an opportunity to discuss the request.
• HR will notify the requesting department head.
• Department heads will notify the employee requesting the adjustment.
• The department head will notify departmental employees to initiate the paperwork required for payroll and budget actions.

  Pay Decisions as the Result of Job-Related Certification:

• Certain job-related certifications needed to advance within a profession may result in a pay increase adjustment but are not explicitly required by policy.
• A formal certification pay adjustment program should be approved and on file with the campus human resources office prior to the submission of any related salary adjustments.
• Employees who move into the patrol officer pay structure from another employee group will be set at the career level and pay rate that corresponds to their education and experience relative to the minimum requirements for each level of Patrol Officer.

  Career Evolution:

• Progression Within Position: Occurs when an employee meets the education, experience, performance, and other requirements to achieve the next level of Patrol Officer. Each level is tied to the pay matrix and entails an increase in pay.
• Transfer – Promotion: Occurs when a Patrol Officer transfers from the officer ranks to a supervisory law enforcement position that is assigned to a higher career level. Typically results in a salary change.
• When the lateral transfer is to another campus, the wage will be consistent with the wage schedule for the Police department on the new campus.
• For AFSCME Police covered positions, an employee who is promoted to a position in the outside of the Officer ranks and then returns to a Patrol Officer position will have their original Patrol Officer occupational unit seniority time reinstated.
• The university encourages staff to pursue career development opportunities; therefore, reasonable time away from the job for IU-provided training and development classes (HR-08-100 Training and Education Policy ) and IU job interviews is permissible. Employees are not required to make up the time or charge it to accumulated time off.
• Non-Exempt AFSCME Police Officers earn a pay rate that corresponds to their education, experience, and performance relative to the minimum requirements in the pay structure for an Entry/Probationary Officer, Patrol Officer, Senior Officer, or Master Officer.
• Non-Exempt AFSCME Police are compensated based on market equity analysis for similar roles. Officers earn a pay rate that corresponds to their education, experience, and performance relative to the minimum requirements in the pay structure for an Entry/Probationary Officer, Patrol Officer, Senior Officer, or Master Officer.
• An hourly wage rate up to the salary range midpoint can be established by the campus/unit.
• A starting wage rate above the midpoint can be considered for individuals with many years of directly related/transferable experience with approval from IUHR. Internal pay equity should be maintained.
• For Apprentice staff, wage rates in years 1 to 4 are equivalent to 75/80/85/90% of the hiring rate established by campus for the respective journey-level job.

  Career Evolution

• Progression Within Position: Occurs when an employee takes on additional responsibilities within the same position. These responsibilities may result in an HLR and classification to the same role descriptor or career progression to a role descriptor with a different career level, with or without a salary adjustment.
• For Non-Exempt AFSCME Service covered positions, the wage rate due to the promotion to a higher career level should be based on the employee’s skills and experience relative to the new position and the unit's fiscal resources.
• Increases up to the midpoint or eight (8%) percent may be considered, provided all the below conditions are met:
• Employee’s skills and experience exceed the minimum qualifications of the new position;
• The increase will not create inequity with other employees in the unit performing same or similar work and having similar skills;
• The increase is consistent with the promotional increases provided to other employees within the unit under comparable circumstances;
• The new wage rate would not exceed the maximum of the rate for that role descriptor and career level; and
• The amount of the increase must be approved by Campus HR
• Increases above the midpoint or greater than eight (8%) percent may be considered, provided all the below conditions are met:
• The employee’s qualifications relative to the new position are exceptional;
• The department provides written justification with its request to IU HR for approval
• Pay/salary increases due to career progression: An increase should be effective at the start of the pay period following the approval of the new classification.
• If this effective date is prior to the date the position officially progresses, then the incumbent shall receive a lump-sum adjustment to make up for any difference in base salary.
• For Non-Exempt AFSCME Service covered employees, when an employee transfers to a job at the same career level, an increase of up to five (5%) percent may be considered if there is a significant difference in the complexity of the duties assigned. All wage increases must be approved by Campus HR and internal pay equity must be maintained.

Transfer – Demotion: Occurs when an employee transfers from one position to another position that is assigned to a lower career level. The job function and family may be the same or different in the new position. May also occur when a department restructures the duties and responsibilities of a position resulting in a classification to a lower career level. May or may not result in a salary change.

• If the employee’s pay is outside of the new pay range then the rate will be frozen or “red-circled” until it falls below the pay range maximum. Any annual wage increases will be paid in the form of additional pay (fiscal year supplement, FYS) in bi-weekly installments over the fiscal year.
• Any annual wage increases will be paid in the form of additional pay (fiscal year supplement, FYS) in bi-weekly installments over the fiscal year.
• An employee with a FYS who changes positions, with the exception of a change to an exempt staff position, during the fiscal year will continue to receive the FYS.

Higher Level Responsibilities (HLR) Increases:

• The rationale for an HLR increase requires written substantiation of the assignment of additional responsibilities and/or the new job competencies
• The department must provide the campus human resources office documentation of the new responsibilities and proposed increase for review
• For Non-Exempt AFSCME Service employees, in-range increases up to 5% may be considered.
• There is significant compression between the employee's pay and any pay of other employees who report directly to the employee.
• Generally, an employee must have been in the current position for at least six (6) months, and performance must be at least at the satisfactory level.
• Up to a five (5%) percent wage increase may be considered to address internal equity issues.
• Increases must be approved by campus HR, and increases greater than five percent (5%) require IUHR approval.
• For Non-Exempt AFSCME Service positions, recommendations for a salary adjustment will be initiated and forwarded by the department head and submitted to the campus human resources office.
• The campus HR office or IUHR, as applicable, will review the request and is responsible for the approval of all salary adjustments
• Campus Fiscal Affairs or UA Unit Fiscal Affairs
• IU HR, only for amounts above the pay range midpoint

  Career Evolution 

Transfer – Promotion: Occurs when an employee transfers from one position to another position that is assigned to a higher career level. The job function and family may be the same or different in the new position. Typically result in a salary change.

Transfer – Lateral: Occurs when an employee transfers from one position to another position that is assigned to the same career level. The job function and family may be the same or different in the new position. Typically do not involve a major change in level of responsibility or job scope and, as such, do not normally, but may, result in a salary change.

 Higher Level Responsibilities (HLR) Increases:

• For Non-Exempt Non-Union and Exempt staff, nothing in this policy provision is intended to prohibit an in-range deduction in pay. Such an action could be considered when there is a significant reduction in responsibilities that is measurable and well-documented.
• A market adjustment is a special, one-time increase to the base pay provided to an employee or employees to correct a significant deviation from internal equity or external competitiveness.
• Market adjustments may be appropriate in any of the situations described below. In these situations the department may review pay across their organization and may request adjustments for additional individuals to ensure equity is maintained.
• There is significant compression between the employee's pay and any pay of  other employees who report directly to the employee.

 The following are guidelines for market adjustments:

• Increases requested July-November should be effective with the first January pay period.
• Increases requested December-June should be effective with the first pay period in July and handled through budget construction using an exception code.

Procedures for HLR Increases and Market Salary Increases:

• For Non-Exempt Non-Union and Exempt positions, the department head shall obtain approval for the salary adjustments, including the following required approvals:
• The immediate supervisor shall obtain approval from their manager.
• Any salary that is at or above the maximum of the salary range shall have the RC head approval.
• The unit’s fiscal officer shall indicate that base or alternate appropriate funds are available.
• Any other RC or campus approval protocol shall be followed and approvals obtained.

Career Level: Represents the position of a role within a career structure measured by typical work dimensions. Proficiency and complexity progress within each work dimension as levels increase.

Fundamental Responsibilities or Responsibilities: Elements of a role descriptor that outline the work to be performed by an employee in that role.

Higher Level Responsibilities (HLR) (Previously known as In-Range Increase): These duties are typically being performed for an extended period of time, such as six months or more, and the employee has demonstrated competency in the expanded responsibilities.

Incumbent: The current employee in a specific position.

Job or Role: A collection of positions whose duties and responsibilities are the same kind of work, at a similar skill and responsibility level. The duties and responsibilities are alike enough that the positions have the same descriptive title and require substantially the same minimum qualifications. (In rare instances, a position with very unique duties and responsibilities may exist and may be the only position assigned to a role descriptor.) Each role has a defined function, job family, and career level.

Job Family: A sub-category of classification that represents a group of jobs performing similar types of work and requiring similar skills, knowledge, and/or expertise. Each job function has its own group of job families. Some examples of families within the Finance function include: Accounting & Tax, Payroll, or Financial Administration.

Job Function: The largest category of classification that represents a group of related job families. Some examples of functions include: Information Technology, Finance, or Student Services.

Market Adjustments (Also known as Equity Adjustments): Salary increases used to remedy significant inequities with internal or external positions, based on substantiated comparisons that are documented; includes responding to an employment offer from an external entity for a position with comparable duties and responsibilities. Equity adjustments are for exceptional circumstances and require careful analysis to ensure compliance with trustee-approved salary policies.

Position: A group of duties and responsibilities officially assigned to a specific employee.

Position Classification: The assignment of a position to an established role descriptor that most closely matches the distinguishing characteristics of the position.

Progression within Position: Occurs when an employee takes on additional responsibilities within the same position. These responsibilities may result in an HLR salary adjustment or career progression to a role descriptor with a different career level, with or without a salary adjustment.

Quartile: Any one of four equal divisions across a salary range.

Role Descriptor: A summary of the most important aspects of a job that includes a brief summary, fundamental responsibilities, and work dimension details that are typical for the career level. Role descriptors create the foundation for career development. Role descriptors are maintained by IU Human Resources.

Salary Range: The range of salaries, from lowest to highest, that is assigned to each role.

Managers, supervisors, and employees who violate this policy are subject to corrective action, up to and including separation.

June 2022 Updated "temporary" employee nomenclature to "part time".

March 2021 Updates made due to Job Framework Redesign project.

January 2021 Updates made due to Job Framework Redesign project.

July 2019 Updates made to CWA procedures based on union discussions.

January 2018 Updated to correct an error created by the HR policies project.

December 2016 Revised to incorporate provisions of the 2016-2019 Agreement between Indiana University and CWA Local 4730.

February 2016 Replaces the following policies and guidelines

Replaces parts of the following policies and guidelines