Overview – Mid-Year Salary Adjustment

This is used for retention and other needs outside of the annual merit raises and raises upon promotion processes.

Points to consider: 

• Normally, Board of Trustees expect salaries among faculty to vary over time, as annual raises are based almost exclusively on individual merit. (Refers to IU Policy ACA-28.)
• If an issue of equity may be involved, contact the Office of Equal Opportunity (OEO). They can do the appropriate salary analysis.   
• IUPUI allows cash bonuses to be paid (not additions to base), based on developed policies at the school level.
• Some schools or departments may have revenue-sharing models for Indirect Cost Recovery.   
• Consider nominating faculty for campus awards; some involve one-time bonuses, and others involve increases to base salaries.   

For changes outside of annual merit raises, or raises upon promotion: 

• To retain someone who may be looking at opportunities at other universities, a specific offer from another institution is not required. 
• Contact Faculty Affairs (ude[dot]iupui[at]rhdaca) early in the process. We will contact OEO for analysis. Include information about the competitiveness of the current and future salary for the school’s goals for that position—the reasoning for the increase offer.   
• Do not make any promises to be fulfilled in the future; do not imply that promotion or tenure standards or procedures will change. (Credit of years towards tenure must be negotiated at the time of hire, not afterwards.) 
• Office of Academic Affairs must approve the offer: send a copy of the offer/change letter plus the faculty member’s CV to Faculty Affairs at ude[dot]iupui[at]rhdaca.
  

Sample letter from the Dean: 

For questions about market rates for various disciplines, contact the assistant vice chancellor for faculty affairs at ude[dot]iupui[at]rhdaca. For insights into faculty retention, contact the associate vice chancellor for faculty diversity and inclusion at ude[dot]iupui[at]aao.

Reviewed and revised: 7/2022.