Skip to main content
Indiana University School of Medicine
Indiana University School of Medicine
Faculty Affairs and Professional Development

Faculty Compensation and Effort

What is expected of an Indiana University School of Medicine faculty member? How is one's time allocated in an effort to support the tripartite mission — education, research and service? How does faculty effort contribute to compensation? Here, we provide context and resources.

An image shows a close-up of two businesspeople shaking hands.

Faculty at IU School of Medicine are expected to uphold the core values of academic medicine by:

  • Teaching learners or being supportive of the education mission
  • Mentoring learners and faculty members
  • Engaging in IU School of Medicine, university, health system and national service (e.g., committees, professional organizations, review panels, etc.), as well as service to their communities
  • Being supportive of research and scholarship in all mission areas
  • Participating in ongoing learning and development to continually strengthen their capacity as teachers, scholars and care providers

While all faculty members must meet these expectations, how they go about it varies.

The resources below define faculty workload expectations in terms of allocated time (also known as faculty effort), as well as how faculty effort contributes to the calculation of faculty compensation.

Faculty Effort Policy

The Faculty Effort Policy outlines what constitutes research, education and service effort so that:

  • All faculty can have a clear understanding of what is expected of them
  • Department chairs and regional campus deans can equitably allocate effort of individual faculty members
  • Department chairs and regional campus deans can determine the degree to which expectations are fulfilled by individual faculty members

The policy applies to both full-time and part-time faculty who hold individual appointments at IU School of Medicine in the tenure, clinical or research scientist track.

Read the Faculty Effort Policy

Faculty Compensation Policy

All faculty are expected to be productive and demonstrate quality in the three areas of the academic mission (research, teaching and service), according to their faculty track. Faculty members work with their department chairs or regional campus deans/designees to define individual expectations.

Overall faculty compensation:

  • Refers to all components of a faculty member's salary.
    • This could include compensation from Indiana University, the Richard L. Roudebush Veterans Administration Medical Center, Eskenazi Health, and the IU Health Medical Group physician and advanced practice provider (APP) practice plan.
  • Is linked to expectations of productivity and quality of work.
    • As a result, overall compensation can either increase or decrease from one year to the next.
  • Should be determined by three factors:
    • External equity
    • Internal equity
    • Merit

The Faculty Compensation Policy defines key aspects of the factors that contribute to overall faculty compensation.

Read the Faculty Compensation Policy

Questions?

Find answers to frequently asked questions about faculty compensation and faculty effort.

Have a question that wasn't answered on the FAQs page? Contact fapd@iu.edu.