Career Structures & Levels

How roles are organized in IU’s job framework

In the job framework, roles (jobs) are categorized based on the primary duties and responsibilities using pre-built career structures and career levels. Using consistent language to define the types of roles gives you a clearer picture of how you can advance your career.

Jump to career structure and level guides

Non-Exempt - Individual Contributor

Career Structure

This career structure contains only non-exempt (overtime-eligible) roles across the university. An individual contributor role is not primarily responsible for managing other staff employees. 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.

Learn more about FLSA requirements pertaining to overtime.

System Titles

Non-exempt individual contributor roles, regardless of career level, will have the following system titles (preceded by the job family name) unless there is a market-recognized title that is more applicable (such as Custodian or Police Officer): Representative Coordinator Assistant Technician.

Career Level Guide for Non-exempt Individual Contributor
Level	Foundational	Intermediate	Mastery
Functional Knowledge	Requires basic knowledge and/or understanding of process for completing assigned work	Requires working knowledge and/or understanding of a technical or specialty area Requires the ability to perform all processes/procedures for assigned work with no instruction Requires the ability to readily learn and apply new information/concepts	Requires advanced working knowledge and/or understanding of a technical or specialty area Requires proficiency in performing assigned tasks / responsibilities Requires the ability to identify and improve processes for completing assigned duties Requires the ability to readily learn and apply new information / concepts
Problem Solving & Complexity	Requires ability to troubleshoot and/or solve more routine issues and problems Duties and/or responsibilities are of minimal complexity	Requires ability to troubleshoot and/or solve less routine issues and problems by applying sound judgment Duties and/or responsibilities are of moderate complexity	Requires ability to troubleshoot and/or solve complex issues and problems by applying advanced skills and knowledge Often requires understanding and application of complex laws, regulations, or technical procedures
Autonomy & Decision-Making	Requires high degree of direct supervision and oversight	Requires moderate degree of direct supervision and oversight Exercises judgment and makes decisions in accordance with policy, procedures, techniques, and processes	Requires low degree of direct supervision and oversight Often responsible for coordinating small projects / programs / teams with limited authority to deviate from established processes / procedures
Scope & Impact	Duties and responsibilities are typically limited in scope and impact	Duties and responsibilities are typically focused and/or modest in scope and impact	Duties and responsibilities are typically focused and/or modest, but could be multi-departmental.
Leadership & Influence	Not applicable	Not applicable	May lead or oversee hourly staff or lower-level appointed staff No hiring or firing authority

Exempt - Individual Contributor

Career Structure

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 meet the criteria of at least one of the FLSA duties exemption tests in addition to meeting the minimum salary threshold as outlined by the FLSA.

Learn more about FLSA requirements pertaining to overtime.

System Titles

Exempt individual contributor roles, regardless of career level, will have the following system titles (preceded by the job family name) unless there is a market-recognized title that is more applicable (such as Software Engineer or Accountant):

Consultant
Analyst
Specialist
Generalist

Career Level Guide for Exempt Individual Contributor
Level	Core	Career	Advanced	Expert
Functional Knowledge	Requires foundational knowledge and understanding of principles and skills necessary to perform in profession or particular area of specialization Requires sound understanding of organizational technologies and practices	Requires intermediate knowledge and understanding of principles and skills necessary to perform in profession or particular area of specialization Requires core understanding of organizational technologies and practices	Requires comprehensive knowledge and understanding of principles, practices, procedures, and skills necessary to perform in profession or area of specialization Requires advanced understanding of organizational technologies and practices	Requires expert knowledge and understanding of profession or area of specialization Requires the most advanced understanding of organizational technologies and practices Requires that the primary contribution be in providing and applying knowledge and skills related to profession or area of specialization rather than in directly managing people
Problem Solving & Complexity	Requires the ability to identify and resolve less complex problems/issues/ assignments Requires sound problem-solving skills and techniques to determine if/when it is appropriate to seek additional guidance/assistance (escalation)	Requires the ability to identify and resolve moderately complex problems/issues/ assignments Requires trained problem-solving skills and techniques	Requires the ability to identify and resolve increasingly complex problems/issues/ assignments Requires advanced problem-solving skills and techniques Often responsible for resolving unclear situations utilizing expertise in specialized field	Requires the ability to identify and resolve the most complex problems/issues/ assignments and identify barriers hindering operations Requires expert problem-solving skills and techniques Responsible for creatively resolving unclear situations utilizing the highest level of expertise in specialized field
Autonomy & Decision-Making	Requires the ability to apply limited analysis techniques within area of specialization to make decisions Decision-making authority is limited to standard operating procedures/practices Often sets priorities and/or sequence of tasks to achieve objectives with oversight	Requires the ability to apply sound judgment and apply experienced analysis techniques within area of specialization to make decisions Decision-making authority is limited to area of specialization Sets priorities and/or sequence of tasks to achieve objectives with some oversight	Requires the ability to exercise sound judgment and apply expert analysis techniques within area of specialization to make decisions Decision-making authority may extend beyond the area of specialization to include unit/team Sets priorities and/or sequence of tasks to achieve objectives with minimal oversight	Requires the ability to exercise sound judgment with the highest degree of expertise and apply advanced analysis techniques in area of specialization to make decisions Decision-making authority may extend beyond both area of specialization and unit/team Sets priorities and/or sequence of task to achieve objectives with little to no oversight
Scope & Impact	Duties and responsibilities generally have focused scope and impact, usually contained to a specific team/area of specialization	Duties and responsibilities have scope and impact that extend beyond the area of specialization	Duties and responsibilities have scope and impact that extend beyond the area of specialization to include unit/team/department	Duties and responsibilities have far-reaching, multi-operational or university-wide scope and impact Typically participates in campus and/or university committees May have direct impact across the entire university
Leadership & Influence	Influence is limited to area of specialization May provide guidance and support to non-exempt staff	Influence is limited to area of specialization and unit/team Often provides guidance and support to junior-level peers	Often provides project oversight and leadership Influence often spans across units/teams and area of specialization Provides guidance and support to junior-level peers	Provides expertise in planning, developing, and executing business-critical strategic initiatives Drives innovation, excellence, and change management Provides guidance and support to junior-level peers -AND/OR- Acts as subject-matter expert in department leadership role (often liaisons w/ executive leadership to drive business outcomes) Typically viewed as thought-leader in area of specialization and is sought out by colleagues for advice, opinion, and/or council

Exempt - People Leader

Career Structure

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 meet the criteria of at least one of the FLSA duties exemption tests in addition to meeting the minimum salary threshold as outlined by the FLSA. Learn more about FLSA requirements pertaining to overtime.

System Titles

People leader roles, regardless of career level, will have the following system titles (preceded by the job family name): Leader

Career Level Guide for Exempt People Leader
Level	Operational	Senior Operational	Strategic
Problem Solving & Complexity	Identifies operational issues within immediate work group/team and gathers information to determine root cause(s) Resolves operational problems within established guidelines; escalates to higher-level manager as needed Provides recommendations to improve processes and operational efficiency within immediate work group/team	Proactively identifies issues and risk Identifies operational issues within multiple work groups and/or department and gathers information to determine root cause(s) Resolves complex operational problems for multiple work groups and/or department; collaborates with next level manager as needed on strategic issues	Identifies operational and strategic issues within department or multiple departments/divisions and gathers information to determine root cause(s) Resolves complex operational and strategic problems for department or multiple departments/ divisions; may require knowledge from several disciplines or areas of expertise Seeks and identifies opportunities for long-term goal setting and achievement for department or multiple work units
Autonomy & Decision-Making	Administers, interprets, and executes policies and procedures to ensure operational success of assigned staff Informs employment decisions (hires and terminations), sets work priorities, conducts performance reviews, and corrects action as needed Typically receives guidance and oversight from leader May have fiscal responsibilities	Expected to recommend innovations and improvements to policies or procedures. May approve certain exceptions to policy within established guidelines based on discretion and judgment of importance Adapts departmental plans and priorities to address resource and operational challenges Has authority to hire and fire employees, conducts performance reviews, and corrects action as needed Has fiscal responsibilities that require frequent interaction with all levels of management	Establishes, innovates and improves department(s) policies and procedures that impact the university and stakeholders. Has authority to lead the modification of processes and/or procedures to address high-impact issues or concerns Responsible for decision-making related to achieving department or unit/RC long-term goals and ensuring alignment with university vision Responsible for escalated human resources and/or people management issues (including hiring and firing decisions, pay decisions, performance reviews, and corrective action plans) Has significant fiscal responsibilities that require frequent interaction with executive leadership such as strategic vendor selections and purchasing decisions
Scope & Impact	Oversees the work and operations within an immediate work group/team or small department Has direct impact on the outcomes of an immediate work group/team Typically, does not spend more than 20% of the time doing the work of those being supervised	Oversees multiple work groups/teams and/or medium department Accountable for the performance and outcomes of work groups/teams within own discipline or function Has direct impact on the outcomes of work groups and/or department May have direct impact across multiple departments	Oversees a large department or multiple departments/divisions Accountable for designing and implementing department strategy and long-term goals Has direct impact on outcomes of multiple departments across the university Typically participates in campus and/or university committees May have direct impact across the entire university
Leadership & Influence	Coordinates and supervises the daily activities of immediate work group/team Sets priorities for the team to ensure task completion Provides technical guidance to employees Responsible for career development and growth of employees in immediate work group/team Typically manages non-exempt positions	Manages appointed positions; may also provide oversight to Operational People Leader positions Supervises multiple work groups/teams and/or medium-sized department Provides technical guidance to employees Responsible for career development and growth of employees across multiple work groups/teams	Manages appointed positions including Operational and/or Senior Operational People Leader positions Typically participates in department or division leadership committees/teams Provides overall guidance and strategic direction to employees Supervises multiple areas of specialization, multiple large work groups/teams, and/or large department Drives innovation, excellence, and change management Responsible for career development and growth of employees in multiple work groups/teams and/or large department Typically viewed as thought-leader in area of expertise

Human Resources

Career Structures & Levels

How roles are organized in IU’s job framework

Jump to career structure and level guides

Non-exempt individual contributor

Exempt - Individual Contributor

Exempt - People Leader

Non-Exempt - Individual Contributor

Career Structure

System Titles

Exempt - Individual Contributor

Career Structure

System Titles

Exempt - People Leader

Career Structure

System Titles

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