1. For Professional Staff Bloomington, East, Indianapolis, Kokomo, Northwest, South Bend, Southeast Compensation Program (CSI)

2. Compensation Program for Professional Staff Agenda Key contributors Primary outcomes Compensation philosophy Overview of program Salary Administration Roles of HR and Unit Managers Rollout

3. Compensation Program for Professional Staff Key Contributors Senior Executive Focus Groups –Philosophy and guiding principles CSI Steering Committee –Program design Mercer Consultant Group –Conceptual design and market data Campus and school advisory/focus groups –Defining job families, jobs and level guides RCs reviewed position classifications

4. Compensation Program for Professional Staff Primary Outcomes Information for management decisions regarding salaries –Objective program –Market based information Recognize unique needs of schools/units

5. Compensation Program for Professional Staff Compensation Philosophy Total compensation = pay + benefits –IU benefits are 8% better than peers Market based program Internal equity within RCs/large units Broad salary ranges Unit mgt. responsible for salary decisions –Aligned with institutional/campus/school priorities and fiscal resources

6. Compensation Program for Professional Staff Overview of Compensation Program Salary structure tied to market –Twelve distinct job families –Broad levels  Positions classified in six levels based on complexity, scope of impact, autonomy and knowledge required –Salary ranges  Vary by job family & relevant labor market

7. Compensation Program for Professional Staff Job Families Administrative Services Auxiliary Services Coaches Development Facilities Health Care Professionals Health Practice Administration Information Technology Services Media/Public Relations/Alumni Services Research/Science Safety and Security Services Student/Academic Services

8. Compensation Program for Professional Staff Salary Structure Administrative Services Job Family LevelMinimumMarket Zone Upper Reference Point P1$27,320$31,739 - $41,261$50,269 P2$30,791$36,200 - $47,060$57,888 P3$39,051$47,409 - $61,613$76,540 P4$49,604$61,613 - $80,073$101,192 P5$55,917$70,239 - $91,283$116,307 P6$71,081$91,283 - $118,631$153,535

9. Compensation Program for Professional Staff Salary Administration Salary decisions –New hire, promotion, reclassification, transfers –In-range salary increase  Equity adjustment  Significant change in scope & responsibilities

10. Compensation Program for Professional Staff Salary Administration In-range salary increases –Process begins with manager  Develop written rationale based on defined criteria established in salary administration policies  Secure funds –Request submitted to Dept. Head –If approved, sent to HR & RC Head  HR reviews rationale and provides feedback –RC Head is the final approver  Responsible for following fiscal procedures

11. Compensation Program for Professional Staff Role of HR Consultative advice for managers Job evaluation and position classification Monitor market trends –Update salary ranges

12. Compensation Program for Professional Staff Role of Manager Define duties and responsibilities of positions –Current position descriptions for staff Communicate classification decisions Align salary decisions with RC goals & resources Administer salary decisions in compliance with federal and state regulations and IU policies and procedures

13. Compensation Program for Professional Staff Rollout Effective October 1, 2007 –Classifications in place –Adjustments to minimum of salary range (E-doc)  Fully qualified and satisfactory performance –Salary structure and policies available Communications & Resources –www.indiana.edu/~uhrs/salary/comp –Articles in The Informed Employee –PA Staff - personalized statement & brochure via campus mail in late Sept.

14. Compensation Program for Professional Staff Questions