Raising Salaries-Overview
For academic appointees, generally salaries are set upon hire; they change annually according to annual merit review, upon promotion, occasionally in "mid-year salary adjustment," and very occasionally according to unit-based market or equity analyses.
- Annual merit reviews mostly range from 0 to 3%, and are limited both by the IU Trustee annual decisions (setting a "pool") and by school (RC) finances.
- Tenure-track, clinical, lecturer-track, and research-track faculty generally receive significant raises for each promotion they achieve (to associate and to full rank). The amount of these raises is set within each school and/or department. They may be either flat amounts or percentages.
- Mid-year salary adjustments may be made for purposes of retention or equity. There is a separate resource describing this process.
- Occasionally a program director or department chair will work with their school dean and fiscal officers to research and propose a broad-based salary adjustment to make salaries meet market conditions. This must be approved by the Executive Vice Chancellor.
Individuals who feel they have experienced bias in salary setting due to a protected class should contact the Office of Equal Opportunity, which will investigate.
For questions about market comparison data, department chairs can contact ude[dot]iupui[at]rhdaca. For faculty who have questions, they should start contact with their chairs or Office of Equal Opportunity.
Reviewed and revised: 6/2023.