University Human Resource Services
Salary Administration Program
University-wide Public Safety Staff
Definitions | Employee Communications | Salary Schedule | Market Study
Indiana University will implement a new salary administration program for Public Safety Staff working on all Indiana University campuses, effective July 1, 2011. The new program’s design is based on the university’s market-based total compensation philosophy (pay and benefits) for all Staff.
All Public Safety jobs have been allocated to specific levels and pay rates based on published salary survey data for the relative labor market. Each position has been classified to its respective job and level based on the duties and responsibilities management has assigned to the position.
DEFINITIONS
A job is a collection of positions that have similar major duties and responsibilities.
A job specification provides a summary of the types of duties and responsibilities that are required of the numerous positions that are within a given job. It also includes the minimum knowledge, skills, abilities, education and experience needed to perform the duties of the positions that are found in the job.
A position is a specific set of duties and responsibilities assigned to and performed by an individual employee.
A position description provides a detailed description of the specific duties, responsibilities and required knowledge, skills, abilities, education and experience of a particular position.
EMPLOYEE COMMUNICATIONS
All Public Safety Staff will receive a personalized statement that explains how the duties and responsibilities of his/her position are classified. They will also receive an information sheet that provides answers to commonly asked questions.
- Information Sheet (PDF)
LAW ENFORCEMENT SALARY SCHEDULE effective July 1, 2011
The 2011/2012 Law Enforcement Salary Schedule includes classification levels that recognize different levels of skill and responsibility and pay rates based on the relevant competitive labor market.
MARKET STUDY
Public Safety jobs and positions were reviewed university-wide with the goal of developing and implementing a university-wide salary administration program for all campus locations. The phases included:
- Jobs were established with distinguishable duties, responsibilities, levels of work and minimum qualifications
- Positions were classified into jobs, based on assigned duties and responsibilities
- A salary administration program was developed with policies and practices that are competitive with the relevant labor market
- Additional forms of pay for Officers were identified that are competitive within the relevant labor market
Phase 1: Jobs established and job specifications developed
The jobs and job specifications were reviewed and updated by Campus Police Chiefs, University Director of Public Safety and Human Resources to reflect the current duties and responsibilities that management assigned and the minimum education and experience requirements needed for each of the jobs.
Staff should speak to their supervisor, Chief or Human Resources Representative if they have questions about the job specification for the job that their position falls under.
Phase 2: Positions classified into jobs, based on assigned duties and responsibilities
All Public Safety positions were classified to a job level. The levels were established based on these factors:
- Published salary survey data for survey jobs with comparable duties and responsibilities to the IU Public Safety jobs
- Consideration of the scope and complexity of the job’s duties and responsibilities and minimum required qualifications relative to comparable IU Public Safety jobs
Phase 3: Salary administration program developed with policies and practices that are competitive within the relevant labor market
The new job specifications were used to facilitate a market analysis. Each Indiana University job was compared to salary survey jobs with comparable primary roles, responsibilities, and required minimum qualifications. At least two published salary surveys with multiple university and general industry participants were referenced to conduct a review of the competitive salaries and pay practices within the relevant labor markets.
The university’s standard practices and methodology for market studies were used to analyze salary survey data and develop recommendations. The salary survey market median, represented by the 50th percentile, was used for comparison. The market median data is a blend of relevant university and general industry published salary survey data aged to 7/1/2011. Adjustments to the market median data included geographic, where appropriate, and a reduction of three percent (Officer jobs) or four percent (Professional Staff jobs) to reflect the university's overall above average benefit programs.
Law Enforcement – Professional Staff (PAE & PAO)
The market study findings were used to review the competitive position of the current Professional Staff salary ranges for the Public Safety jobs classified to the Professional Staff Safety and Security (SS) job family and to evaluate the current salaries of staff in positions classified to those jobs.
Law Enforcement – Police Officers
The market study findings were used to develop pay rates and pay progression for the Officer jobs. The 2011/2012 Law Enforcement Salary Schedule includes three classification levels and pay rates: Police Officer 3rd Class, 2nd Class and 1st Class.
The university’s salary schedule (levels and pay rates) for Law Enforcement Police Officer jobs is a blend of a single rate pay program and a salary range. This type of blended program allows for flexibility in setting wages when a seasoned employee is fully performing the role of a Police Officer 1st Class job.
The new salary schedule is based on single pay rates – for the Police Officer 3rd and 2nd Class and a salary range with a minimum rate and a maximum rate for a Police Officer 1st Class. Employees start at the pay rate for his/her job and classification level and are required to complete a 1 year probationary period. When an employee meets the education and experience requirements and has overall performance that is satisfactory, their position can be reclassified to a higher level.
Phase 4: Identified additional forms of pay that are competitive with the relevant labor market
The market study included a review of other competitive pay practices for Police Officer jobs. In addition to base pay, many local city police departments provide additional pay (not included in the base pay rate) for maintaining certain certifications and providing services beyond those expected of an Officer.
Campus Police Chiefs are responsible for determining which officers are eligible for the additional pay(s). An Additional Pay Form will be completed and signed by both the Chief and the eligible Officer at the beginning of each fiscal year or more often, if needed.
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2011/2012 Additional Pays |
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- Additional Pay Form (PDF)
Questions about the market study project or the new salary administration program can be directed to campus Police Chiefs, University Director of Public Safety, Campus HR Representatives or .
Page updated: 21 June 2011
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