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").
- 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 Provost and Executive Vice Chancellor.
Individuals who feel they have experienced bias in salary setting due to a protected class should contact the Office of Civil Rights Compliance, which will investigate.
For questions about market comparison data, department chairs can contact ude[dot]ui[at]rhdaca. For faculty who have questions, they should start contact with their chairs or the Office of Civil Rights Compliance.
Reviewed and revised: 1/2026.