1. Summer Salary
- Faculty members will be compensated based on 36-week academic year salary, number of course credits, total course enrollment. For faculty members who have a 42- or 48-week contract, the annual compensation will be converted to a 36-week salary, and compensation is based on the 36-week salary figure.
- Part-time faculty members teaching in summer require a contract from the school that includes compensation amount.
- Compensation should be calculated based on the open/close report on the day after the add period ends and the schedule below.
- For World Campus courses, compensation processes may vary depending on the program (e.g., the Teaching Support Specialist [TSS] model for the World Campus online Master of Business Administration [oMBA] program, Master of Project Management [MPM] program summer policy).
3-Credit Classes
- For 1-10 students enrolled, payment is $600 per student.
- For 11-13 students enrolled, payment is 7% of 36-week salary base, with minimum of $6,000 and maximum of $10,000.
- For 14-15 students enrolled, payment is 8% of 36-week salary base, with minimum of $6,000 and maximum of $12,000.
- For 16+ students enrolled, payment is 9% of 36-week salary base, with minimum of $6,000 and maximum of $12,000.
4-Credit Classes
- For 1-10 students enrolled, payment is $800 per student.
- For 11-13 students enrolled, payment is 9.32% of 36-week salary base, with minimum of $8,000 and maximum of $13,000.
- For 14-15 students enrolled, payment is 10.64% of 36-week salary base, with minimum of $8,000 and maximum of $15,000.
- For 16+ students enrolled, payment is 12% of 36-week salary base, with minimum of $8,000 and maximum of $15,000.
Summer Independent Study and Internships (Refer to BCF2)
Pay for summer independent studies and internships will be $200 for each undergraduate credit and $225 for each graduate credit. Faculty members who teach internships/independent study courses in the summer will be issued contracts in August after all courses are completed and the class list and grades are received from the Registrar's office. The compensation will be credited in the September pay. This policy includes the following categories: x94 = Research/credit courses; x95 = Internships; x96 = Independent Study; and X97 = Special Topics.
Mentorship of Undergraduate Research (Refer to BCF11)
- To be eligible under this guideline, students must be part of a funded research project.
- Faculty members mentoring undergraduate students as part of the college’s Summer Fellowship Research Grant program will receive $200 per student; co-mentors will share $200 per student, with maximum of $1,200 per faculty member.
- This guideline does not pertain to mentoring of funded student projects during the fall–spring academic year.
- Students are not required to register for credit.
- Funds will be placed in the faculty member’s scholarly activity fund.
2. Teaching Overloads During the Academic Year
- Faculty workloads will be evaluated to determine output per category: i.e., teaching, research, and service.
- Tenured faculty members provided with research release (less than 4:4 teaching load) who are not productive researchers (as determined by school performance review practices), will be assigned additional in-load teaching assignments (3:3, 3:4, or 4:4), and will not be eligible to receive extra compensation for teaching overloads.
- Faculty members who are provided with release as program chairpersons are not eligible to receive extra compensation for teaching overloads.
- Faculty members who are provided with release for various categories of service (e.g., outreach, accreditation coordinator, etc.) are not eligible to receive extra compensation for teaching overloads.
- Untenured, tenure-track faculty members should be encouraged to focus on research and, in general, should not be approved for extra compensation for teaching overloads.
- All anticipated overload requests for the academic year should be submitted to the Associate Dean for Academic Affairs (ADAA) by July 1 and should be accompanied by an accounting of the faculty member’s 2-semester workload and any other expected supplemental compensation.
- Once services are rendered, the request for supplemental pay must be approved by the School Director, ADAA, Senior Director of Administration and Student Affairs, and Financial Officer (FO) before being submitted for compensation.
- The Chancellor, ADAA, and FO may grant exceptions in special cases.
- The per-course extra compensation will be:
- $1200 per credit for resident instruction, hybrid courses, and World Campus undergraduate courses.
- For World Campus graduate courses, compensation overload processes may vary depending on the program (e.g., the Teaching Support Specialist [TSS] model for the World Campus online Master of Business Administration [oMBA] program, Master of Project Management [MPM] program summer policy).
- Faculty members teaching World Campus courses as overloads will be compensated at 9% of their 36-week academic-year salary for a 3-credit World Campus course and 12% of a faculty member’s 36-week salary for a 4-credit World Campus course.
3. Online Course Development (Refer to BCF22)
4. Sponsored Research and Outreach Funding
- Summer Supplement: Provided the research sponsor allows faculty on 36-wk standing appointments may receive compensation for service on research or outreach projects performed beyond the term of their appointment (Supplemental 1 payments). Such payments are made at the time the services are performed (whenever possible this should be in the same tax year). In no circumstance will the University process payment for services performed more than six months in the past. In no case should the Supplemental 1 compensation being paid in total (from all sources) for a fiscal year exceed 33.3% (three ninths) of the exempt employee's contract year salary. Note federal sponsors limit the amount of such compensation paid on all grants from federal sponsors to less than 33.3% of the annualized salary (generally two ninths).
- Academic Year Supplement. Provided the research sponsor allows faculty on 36-week Standing or Fixed-Term I appointments may receive supplemental compensation for service on research or outreach projects performed during the same weeks of service of these appointments (Supplemental II payments). The rate of pay for supplemental compensation shall not exceed the amount paid for services under the terms of the faculty member's primary appointment. In no case should the Supplementary II compensation arrangements from all sources exceed 20% of the contract year salary in any fiscal year. Note that federal funding sources do not allow additional compensation for research completed during the same weeks of service as the academic appointment of faculty members.
- Budget Calculation Information:
- Fringe benefit expenses, based on the current University fringe rate, for the employee must be included in the budget for the sponsored research.
- The sponsor's allowable F&A rate must be applied to salary fringe.
Faculty Member Released Time from Teaching (Refer to BCF5 and BCF13)
Revised
November 13, 2023
March 23, 2021
July 12, 2018
May 2, 2017
Reviewed November 15, 2024