These pay guidelines summarize the salary administration procedures for Service Staff at IU-Bloomington, excluding Apprentice and Trainee and Public Safety positions. For further details, please refer to the personnel policies for Service Staff.

1. Starting salaries for new employees – Employees will be hired at the “Entry Rate” corresponding to the classification grade level of the position in the published Service Maintenance Salary Schedule. After serving a satisfactory new employee evaluation period and upon completing a total of 26 weeks of Staff employment, the employee’s pay rate will move to the “Full Rate.”
2. Salaries for employees who move from another employee group - Employees who move from another employee group (Support Staff (SS), General Supervision (GS) or Professional) will be set at the “Entry Rate” corresponding to the classification grade level of the position in the published Service Maintenance Salary Schedule. Upon completing 26 weeks, the employee’s pay rate will move to the “Full Rate.” An employee who previously held the same or similar position at the “Full Rate” will be paid at the “Full Rate” upon return to a Service position.
3. Promotion, Lateral Transfer, or Reclassification to a higher grade level position
• An employee paid at the “Entry Rate” who receives a promotion or his/her position is reclassified will automatically be advanced to the “Entry Rate” of the higher grade level. The employee must serve and successfully complete the remainder of the new employee evaluation period and upon completing a total of 26 weeks of Staff employment, the employee’s pay rate will move to the “Full Rate.”
• An employee paid at the “Full Rate” will automatically advance to the “Full Rate” of the new position.
• An employee paid at a pay rate higher than the “Full Rate” (red-circled or frozen only) will continue at the current rate unless the promotion, lateral transfer or reclassification would result in a higher pay rate. Until the employee’s pay rate matches the salary rate for the new classification, any annual wage increase will be provided in the form of an additional pay paid over the fiscal year.
4. Demotion or reclassification to a lower grade level position
• Reclassification or involuntary demotion (for reasons other than performance or qualifications) - the employee's pay rate will be red-circled or frozen until it matches the salary rate for the new classification. Until this occurs, any annual wage increase will be provided in the form of an additional pay paid over the fiscal year.
• An employee who voluntarily chooses a lower grade level position, including due to a reduction-in-force; or who is placed in a lower grade level position due to lack of performance or qualifications, will receive a reduction in pay to the corresponding rate ("Entry Rate" or "Full Rate") in the lower grade level.
5. Fiscal Year Supplement (additional pay paid over the fiscal year)
• An employee with a pay rate higher than the "Full Rate" for their classification will receive any annual wage increase in the form of an additional pay paid over the fiscal year.
• An employee with a fiscal year supplement who moves to another position during the fiscal year will continue to receive the additional pay; however, it will be attached to the position/funding where it was originally paid.
6. High Pay – Additional pay equal to 15% of the employee’s hourly rate for working at elevations and/or conditions designated in the High Pay policy.
7. Temporary Pay – When an employee is absent for reasons other than vacation the work may be assigned to another employee who will be eligible for additional pay when the duties are those of a higher grade level position and performed in full by one employee for more than 40 hours in any one pay period. The temporary pay adjustment is equal to the difference in pay between employee’s current position and rate ("Entry Rate" or "Full Rate") and the pay rate for the corresponding rate ("Entry Rate" or "Full Rate") in the higher grade level position.
8. Lead Position Pay – An employee’s immediate supervisor may assign an employee the responsibility to assign and coordinate the work of other employees in addition to the employee’s normal duties and responsibilities. An employee in a lead position will have the job classification and full pay rate that represents their primary duties and responsibilities. In addition, the lead employee will receive an additional 5% in compensation in the form of additional pay.
   • Lead responsibilities include ensuring the day-to-day activities run smoothly and efficiently for those employees assigned to one or more work locations. Duties include providing general direction, communication with customers and other departments, reporting of job-related problems to the supervisor, scheduling and training. An employee in a lead position does not have authority to hire, discipline, terminate or approve/disapprove time-off requests.
   • Lead responsibilities must be documented in a position description and recognized by University Human Resources as eligible for lead pay. All applicable employees (or all qualified employees within the affected unit) will be considered prior to approving the assignment of the lead responsibilities. Departments need to work with University Human Resources regarding the posting and selection process for a lead position.
   • Positions such as the Custodial Area Team Leader, Assistant Team Lead, Team Lead, Group Leader, Utility Crew Leader and Operations Crew Leader are not eligible for lead pay because the positions' classification and pay take into consideration responsibilities for directing the work.
   • An employee with a pay rate that is higher than the salary schedule (red-circled or frozen) is not eligible for lead pay since the employee's pay rate is already above the "Full Rate" of the position. Red-circled or frozen employees' positions may still be designated with Lead responsibilities; once the employee's pay rate has "come in line" with the "Full Rate" of the position, the employee will receive an additional 5% in compensation.

Apprentice and Trainee Pay Guidelines

An employee hired into the Apprentice or Utilities Training Program will be paid a percentage of the journey or tradesperson’s pay rate established for the job classification that he/she is participating in as an Apprentice or Trainee. Provided satisfactory performance in on-the-job and classroom training is achieved and maintained, the Apprentice or Trainee shall progress from one step to the next at the pay rates published in the Apprentice and Trainee Salary Schedule.