Human Resources

Terms to Know
Exempt: not eligible for overtime
Non-exempt: overtime-eligible

The Approach to Titling

Job titles (system titles) are maintained in IU systems and follow a consistent naming convention. Unless there is a recognized industry or market title (such as Nurse or Network Engineer), the system title is the job family plus one of three approaches as outlined below:

• Non-exempt roles: Job family plus either Assistant, Coordinator, Representative, or Technician – e.g. Career Services Coordinator
• Exempt roles: Job family plus either Analyst, Consultant, Generalist, or Specialist – e.g. Financial Administration Specialist
• Leader roles: Job family plus Leader – e.g. User Experience Leader

Hierarchy is not built into job titles; however, each role is tied to a career level to create more transparent career progression.

Working titles (within reason and per guidelines) are allowable for use in email signatures or on business cards, etc. with leadership and local HR approval.

Why this approach?

What an employee does is more meaningful than what they are called. The goal is to foster a culture that focuses on career development, values learning, and reduces emphasis on hierarchy.

Fewer titles without hierarchy simplifies the structure and builds consistency.

• It helps IU better align to the market, facilitate internal equity throughout the university, and create a better sense of fairness.
• Without clarity around roles and job titles, it can be difficult to support and attain pay equity.

Using role descriptors allows the development of broader roles with flexibility for job enrichment and development opportunities. Job titles should align with this approach.

Non-Exempt Individual Contributor

This career structure contains only non-exempt (overtime-eligible) roles across the university. Non-exempt roles do not meet the criteria as outlined by the Fair Labor Standards Act (FLSA) duties exemption tests and/or do not meet the FLSA minimum salary threshold to qualify as exempt from overtime.

Exempt Individual Contributor

This career structure contains exempt (not overtime-eligible) individual contributor roles across the university. An individual contributor role is not primarily responsible for managing other staff employees. Exempt roles are paid on a salary basis and must meet the criteria of at least one of the FLSA duties exemption tests and meet the minimum salary threshold as outlined by the FLSA.

Exempt People Leader

This career structure contains exempt (not overtime-eligible) people leader roles across the university. A people leader role is primarily responsible for overseeing and managing other staff employees. Exempt roles are paid on a salary basis and must meet the criteria of at least one of the FLSA duties exemption tests and meet the minimum salary threshold as outlined by the FLSA.