The job framework’s approach to titles creates a standard format and language for understanding how roles are related and reveals opportunities for career evolution or growth.
Understanding titles at IU
It is important to remember that titles:
- Are not a reward for employee performance or longevity
- Are not a replacement for compensation
- Should be representative of the accountabilities and responsibilities of the role, not the person
- Create consistency for reporting within and outside the university
Terms to know
Exempt: Not eligible for overtime
Non-exempt: Overtime-eligible
Learn more terms in the glossary
The approach to titling
Job 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.
What is the value of this approach to titles?
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.
Do system titles and working titles always need to match?
Managers are encouraged to use the system role descriptor titles as the primary title, but there may be times when it makes sense or is necessary to use a working or marketing title for email signatures, business cards, or job postings.
In general, working titles should:
- Be consistent within responsibility centers, schools, or departments
- Be approved by the direct manager and local/department HR
- Follow the established guidelines and not misrepresent work
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.
| Career Level | System Title | Working Title |
|---|---|---|
| Foundational | Assistant Coordinator Representative Technician | Assistant Associate Attendant Clerk Coordinator Group Lead Machinist Representative Senior/Lead Supervisor (Mastery level) Team Lead Technician Technologist |
| Intermediate | ||
| Mastery |
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.
| Career Level | System Title | Working Title |
|---|---|---|
| Core | Analyst Consultant Generalist Specialist | Advisor Administrator Analyst Assistant Program Director Assistant Program Manager Associate Program Director Associate Program Manager Consultant Generalist Senior/Lead Principal Program Coordinator Program Manager Project Manager Professional Specialist |
| Career | ||
| Advanced | Any title included above AND Assistant Director Assistant Manager Associate Director Associate Manager Director Manager | |
| Expert |
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.
| Career Level | System Title | Working Title |
|---|---|---|
| Operational | Leader | Assistant Director Assistant Manager Associate Director Associate Manager Manager Supervisor |
| Senior Operational | Any title included above AND Assistant Dean Director Managing Director | |
| Strategic | Assistant Dean Director Executive Director Head of Managing Director Senior Director University Director |