This FAQ will be updated over the course of the project.
Last updated June 25, 2018.
The Job Framework Redesign Project is an initiative to implement a consistent, modernized structure for organizing jobs university-wide.
A job framework is the structure or overall organization of jobs within job functions, job families, and job levels and is used to better identify career progressions and to facilitate effective compensation administration.
Appointed staff employees and managers will have a new, transparent job framework, with clearly and consistently defined jobs, levels, and role descriptors. User-friendly resources and tools will be available that will make it easier for employees to explore and consider what a career at Indiana University means for them.
No. No employees will lose their jobs as a result of this project.
The new job framework will not be focused on increasing or decreasing base salary pay. Base salaries will not be decreasing as result of this project. If you have immediate concerns about your current compensation or classification we recommend contacting your local campus human resources professional. Similarly, this project is not intended to impact benefits offerings; positions currently classified ‘professional non-exempt’ (PAO) will be restructured in the framework and included with all non-exempt positions. Current benefit options/offerings for PAO employees will not change as a result of the Job Framework Redesign Project.
Job responsibilities and duties will not change as result of this project.
The project will review jobs across the university to help us understand how they are constructed, organized and relate to other jobs. This will serve as a foundation as we build out the new job framework. Jobs will be organized into new functions, families, and levels, all of which will be used to determine the classification. The changes to the classification structures and approach will provide consistency and clarity for employees when considering career development at IU.
The IU HR Compensation Team is leading the project and will be working closely with several advisory groups.
The initial phase of the project is anticipated to be completed in late 2019.
Yes, we’re listening! Employees are encouraged to submit input via the Contact Us webform. There will also be opportunities to attend Listening Sessions on various topics as the project progresses. Be sure to check out the News and Events page to find information on past Listening Sessions as well as dates for future Listening Sessions.
Temporary/hourly positions will not be affected by this project or included in the new framework.
Faculty and/or academic positions will not be affected by this project or included in the new framework.
Pilots are opportunities to refine our process for implementing the new job framework. Through the pilots, we hope to identify the most efficient and consistent process for implementing the new job framework across all appointed staff jobs in the university. While the pilots offer opportunities to begin considering jobs in the context of the new framework, nothing will be formally implemented until rollout in 2019.
This framework will organize jobs into functions/families based upon the primary purpose and essential responsibilities of the role. Current job duties for each role will not change based on the classification in the new structure.
IU HR Compensation is continuing to review and consider significant position changes and ensuring appropriate classification. Closer to the implementation of the new job framework (sometime around April 2019), we will need to discontinue reviewing jobs for reclassification.
The benefits for positions classified as PAO will be “grandfathered” when we migrate to the new job framework. As stated previously, there will no longer be labels “Professional,” “Service,” or “Support,” so all overtime-eligible positions will be referred to as “non-exempt.” Any positions that are currently classified as PAO will be folded into the new job framework as non-exempt positions.
We are using third-party surveys that contain both cross-industry and higher education jobs as a primary source to inform and shape our decisions. In addition, we are taking into consideration what makes sense for how we organize jobs and our new framework at Indiana University.
IU HR Compensation relies on department managers and local human resources professionals to be aware of and facilitate position description updates when duties/responsibilities have changed significantly. We recommend that you discuss any concerns about your current position description with your immediate supervisor and/or your local human resources professional.
We will have typical minimum requirements for each role descriptor/job. There will be flexibility for managers to add preferred requirements, qualifications, or skills to job postings.
Page updated: June 2018
IU Human Resources
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