Titles at IU

The new approach to titles creates a standard format and language for understanding how roles are related and reveals opportunities for career evolution or growth.

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.

Prior to the new job framework, there were approximately 6,000 job titles for just under 12,000 employees. Many titles were abbreviations or variations on similar titles.

Historically, titles across the university have:

  • Been inconsistently based on job duties and responsibilities within and across departments, schools, and responsibility centers.
  • Not accurately reflected the level or type of work performed for some jobs.
    • Title inflation can compromise internal equity and alignment to the external market (market competitiveness).
  • Made it difficult for employees to navigate their career or plan their next career move.

In many cases, titling decisions have been individualized and have not taken the larger impact into consideration.

Resources

Too many titles and lack of clarity in roles make it difficult to align to external markets, determine internal equity, and create a clear understanding of career progression.

Titling—a New Approach

New job titles (system titles) will be maintained in IU systems and will follow a consistent naming convention. Unless there is a recognized industry or market title (such as Nurse or Network Engineer), the system title will be 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 will not be built into job titles; however, each role will be 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.

Working Titles

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