Frequently Asked Questions
This FAQ will be updated over the course of the project.
Last updated November 30, 2018.
About the Project
What is the Job Framework Redesign Project?
The Job Framework Redesign Project is an initiative to implement a consistent, modernized structure for organizing jobs university-wide.
How will this project benefit employees?
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.
Who is leading the project?
The IU HR Compensation Team is leading the project and will be working closely with several advisory groups.
Why are we doing pilots and what will be the result?
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.
When is the project anticipated to be completed?
The initial phase of the project is anticipated to be completed in late 2019.
How much input will department leaders have in developing role descriptors, especially for jobs that are unique to one specific department?
The IU HR Compensation team will have different approaches for developing role descriptors based on what makes the most sense for the job family. For most roles, IU HR Compensation will take the lead on writing the first draft of the role descriptor. We will then work with stakeholders and HR partners in departments, schools, responsibility centers, and across campuses to vet and get feedback on what we’ve drafted. We will work to make sure that we vet role descriptors with HR partners and managers that support areas where there are numerous positions performing a given role (in other words, areas that could be considered “subject matter experts” for the role(s)). For roles that are very unique and/or specific, stakeholders, HR partners, and/or managers may even reach out to employees in these positions for feedback or information.
The New Structure
What is a job framework?
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.
Will employees be able to provide input on the new design?
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.
Are temporary/hourly positions part of the new framework?
Temporary/hourly positions will not be affected by this project or included in the new framework.
Are faculty/academic positions included in the new framework?
Faculty and/or academic positions will not be affected by this project or included in the new framework.
How are the job functions and job families being determined?
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
Will the minimum requirements for jobs be flexible or firm?
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.
How will role titles work for positions that currently have associate director in the title, but are not primarily responsible for leading and/or managing people?
A: Depending on the level of the role, there will be working titles that will be available to use with local HR and/or management approval in email signatures, business cards, etc. The purpose of creating new system titles is to bring consistency to titling for roles performing the same fundamental responsibilities. If the role is a higher level exempt independent contributor role, there will likely be flexibility to use Associate Director as a working title.
What is the difference between a role title and a working title?
A. The role title will be either a recognizable industry/market title for the role or will be determined using the job family name plus a title descriptor (there will be specific title descriptors, or labels, used based on the career structure of the role). Role titles will be reflected in HR systems. This is an effort to bring consistency to titling across the university. To allow for additional flexibility, employees may use working titles that will be pre-approved based on the career level and career structure of the role with department/responsibility center approval (manager and HR partner). Working titles will not be maintained in HR systems.
How will roles that have duties that span across multiple job families be classified?
A. The IU HR Compensation team acknowledges and understands that “hybrid” roles exist across the university. When considering which function/family is most appropriate, we will be first thinking about the primary purpose of the role (why does it exist?) to determine which function/family makes the most sense. If the role is truly 50/50 split between two functions (or families), we’ll work with stakeholders and HR partners to make the best possible decision considering all factors. There is a possibility that we may need to create additional families to accommodate truly “hybrid” roles.
Will this project eliminate jobs?
No. No employees will lose their jobs as a result of this project.
Is my job going to change?
Job responsibilities and duties will not change as result of this project.
Will I have to reapply for my job as a result of the new job framework?
The job framework redesign project will not result in employees having to reapply for their jobs.
Will the job framework result in my position being demoted or promoted?
While every staff position at IU will be associated with a new career structure and career level, this is NOT intended to be interpreted as a demotion/promotion for any position. The job framework project will simply reorganize jobs in a way that is clear and consistent across the university.
Will my current base salary or benefits be impacted by the new job framework?
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.
How will the project affect my job classification?
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.
What if my job does not fit into one of the new designed job families?
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.
What will happen to any job classifications in the works with HR currently? Will they be put on hold or denied?
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.
What happens to the benefits for employees currently classified as PAO?
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.
Will employees be able to access their role descriptor after the new job framework is implemented?
Employees will have access to not only their own role descriptor, but also all other role descriptors in the job framework below the AVP level. Our goal is for employees and managers to be able to explore the roles that exist at IU for development and career planning.
My position description is not accurate. What should I do?
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.
My current job title is Coordinator. What is the likelihood that after my job duties are examined that my position is retitled in the system as “Specialist”?
The system title will depend on the career structure: non-exempt individual contributor, exempt independent contributor, or people leader. If the position is currently non-exempt, the system title might remain “coordinator.” If the position is currently exempt, the system title would change since coordinator is a system title that will be used only for non-exempt independent contributor positions.
What happens to benefits if an individual moves from a formerly PAO position (non-exempt role) to an exempt individual contributor role and then goes back to a non-exempt role OR if an individual moves into the same non-exempt role (same duties/responsibilities) only in a different department?
Individuals who currently hold PAO positions will move into the non-exempt individual contributor career structure with grandfathered benefits so long as they remain in the position. If the individual moves into another non-exempt individual contributor role (even at the same level), the benefits offerings will change to be consistent with all other non-exempt individual contributor roles. If the individual moves into an exempt individual contributor role or an exempt people leader role, the benefits offerings will not change and will be consistent with all other exempt roles. When a formerly classified PAO position becomes vacant, benefits will no longer be grandfathered to that position. Going forward, the position will be eligible for the same benefits offered to all other non-exempt individual contributor roles.