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Law Enforcement Pay Guidelines
July 2011

These pay guidelines summarize the salary administration procedures for Law Enforcement (LE) Staff at all IU campuses, excluding professional positions. For further details, please refer to the appropriate personnel policies for your campus.

Starting salaries for new employees

• Employees will be hired at the classification level and pay rate that corresponds to his/her education and experience relative to the minimum requirements for Officer 3rd Class, 2nd Class and 1st Class.
• Employees who have a background that satisfies the requirements for Officer 1st Class will be hired at the minimum pay rate for that level.
• All employees complete a one year probationary period. 
• LE Salary Schedule.

Starting salaries for employees who move from another employee group

• Employees who move from another employee group (such as Support Staff (SS), Service Maintenance (SM), General Supervision (GS) or Professional) will be set at the classification level and pay rate that corresponds to his/her education and experience relative to the minimum requirements for Officer 3rd Class, 2nd Class and 1st Class.

Promotion or Reclassification to a higher level position within the LE salary schedule

• An employee must have overall satisfactory performance and satisfy the minimum education and experience requirements in order to move to a higher classification level.  There is no repeat of the one year probationary period when an employee is promoted to a higher classification level. 
• An employee who receives a promotion will be advanced to the pay rate of the higher level. 
• Employees who are promoted to the Officer 1st Class level will start at the minimum pay rate for that level.
• An employee paid at a pay rate higher than the pay rate for the higher level position will continue at the current rate and be eligible for any future annual increases up to the salary range maximum for Officer 1st Class.

Annual Salary Increases

• Any annual salary increases will be subject to the University’s designated wage and salary budget funds for Staff employees.
• An employee paid at a pay rate higher than the pay rate for his/her classification level will be eligible for any future annual increases up to the salary range maximum for Officer 1st Class.
• The salary schedule will be reviewed and adjusted in accordance with the market and fiscal resources.

Additional Pay

• When an employee is assigned one of the duties below they are eligible for additional pay.  The duty(s) must be assigned to the officer by the Chief.  The additional pay is an annual amount paid bi-weekly over the fiscal year. 

 

• The Additional Pay Form (PDF) describes in detail the qualifications that must be attained and maintained by the officer to be eligible to receive additional pay. Officers can receive multiple types of additional pays.
• If an officer is no longer assigned one of the above duties, the additional pay will be stopped at the end of the applicable pay period. 

• If an officer is absent regardless of pay status, the Chief of Police may reassign the duties and stop the additional pay at the end of the applicable pay period.  The additional pay for an Officer who is absent more than 30 calendar days will be stopped whether or not the duties are reassigned.  If the duties are reassigned to the officer upon his/her return, the additional pay will be reinstated for the remainder of the fiscal year.