The Office of Human Resource is dedicated to improving and enhancing the talent acquisition and selection process. We’re committed to strengthening recruiting, sharing best practices and enhancing the candidate and manager experience in the recruitment process.
Due to a University-wide hiring freeze that was in place following the COVID-19 pandemic, an Exception Request process was put in place for the majority of positions requesting to be posted and filled. This policy continues to be in place for IU Northwest until July 1, 2022.
Salary and Wage Policy
The policy for FY 2021-22 provides salary and wage setting guidelines which support the objective of optimizing the university’s ability to continue to attract and retain outstanding faculty and staff talent.
For fiscal year 2021-22, Executive Vice President or Vice President (or delegate) approval is required:
Effective July 1, 2021, President or Executive Vice President approval is no longer required for the following hiring or payment actions:
The salary and wage policy is predicated on an overall budget framework WITHOUT structural deficits.
Below you can find forms that are related to HR processing of Pay or Recruitment related activities. If there are any questions, contact the Office of Human Resources.
All positions will have a corresponding Role Descriptor. It is important to review the current Role Descriptor in place for any vacant position. If a position is completely new and requires a Position Number to be created, the department or unit must decide on the appropriate Role Descriptor for the position.
Any changes to existing data, such as adjusting Position Title, Career Level, Salary details, etc. will add time to the overall recruitment process. Please understand that reclassification requests, salary or equity review can add 2-6 weeks of additional processing time, before the recruitment process actually begins.
The navigator is always available at One.iu.edu by searching for “Navigator.”
Below, you’ll find links to launch the IU Career Navigator.
