Employees are expected periodically to perform duties outside of their job description whether those of supervisors, peers or of others below them.
A 5% adjustment to classified pay may be requested via a "Request for Temporary Adjustment to Salary" for those employees who are working above their classification for at least 16 consecutive working days. Temporary adjustments may be granted for up to six months or until the need ceases to exist, whichever is sooner. Extension beyond the initial approved end date must be requested and approved by Business Center North Human Resources. Permanent 5% adjustments to pay may be granted for reasons that include, but are not limited to; shift work, hazard work and use of bilingual skills. For further assistance or information contact Business Center North Human Resources at (775) 784-6844.
"A" contract is a 12-month faculty contract. All administrative faculty are on "A" contracts. Some academic faculty are on "A" contracts and most research faculty are "A" contracts.'
"B" contract is a 9-month faculty contract which applies to academic faculty only. "B" contract faculty (.5 FTE or more) including new faculty hired on or before September 1st of the current fiscal year, to include academic, administrative, tenured, tenure-track and non-tenure track faculty.
Shadow salary is a salary record that is maintained by Faculty Human Resources when a "B" contract faculty member assumes and "A" contract. The shadow salary is adjusted for each salary increase (usually merit and COLA) so that if the faculty member returns to a "B" contract, the salary amount has been maintained and the conversion is easily accomplished.
Both "A" contract and "B" contract academic faculty may be designated as part-time administrators and be issued administrative stipends for additional administrative duties. There is a stipend matrix for School of Medicine Clinical Faculty and a separate matrix for all other academic faculty. The matrices are adjusted each year effective July 1. These stipend matrices are built on the assumption that there is a desire for strong academic leadership at the university and a need for consistency and equity in administrative stipends for faculty. Such stipends are assigned a cell or level based on the complexity of the unit or program and the level of management responsibility and authority of the administrator.
A stipend is an addition to base salary. Faculty HR will maintain a shadow base salary document during the stipend period. This shadow base salary will increase annually by any COLA and merit awarded to the faculty member's adjusted base salary and will be the salary to which the faculty member returns when the additional duties are removed.
The stipend amount is subject to approval by the Provost. A description of the cell model and process is in the University Administrative Manual section 2,550 titled Types of Contract Arrangements for Faculty, item 3 Stipends for Academic Faculty.
A temporary salary adjustment may be given where an administrative faculty member has been temporarily assigned additional duties of higher responsibility typically of their supervisor or of a higher range position.
An underlying shadow base salary will be maintained by Faculty HR during the temporary salary adjustment period for an administrative faculty member. This shadow base salary will increase annually by any COLA and merit awarded to the faculty member's adjusted base salary and will be the salary to which the faculty member returns when the additional duties are removed.
Temporary salary adjustments for administrative faculty are submitted by a memo to the Administrative Faculty Salary Placement Committee for review and then recommended to the Provost for approval. The additional duties and responsibilities in combination with those of the regular position are reviewed to determine at what range they would normally be compensated. If these additional duties are compensated at the same range as the administrative faculty member's current salary; no additional increment is granted. If the temporary duties and responsibilities are determined to be of a higher range, a temporary adjustment to the minimum of the higher range or up to a 10% of base salary increase is granted during the period that these additional responsibilities are assigned.
A copy of the request for temporary salary increase and the approval from the Provost's Office should accompany the PAF to make the salary change.
The assigned duties and responsibilities should be carried out for a minimum of 10 working days prior to receiving a temporary salary increase.
The faculty member should meet the minimum qualifications of the position associated with the additional duties performed.
Temporary assignment of additional duties to administrative faculty and the adjustment that accompanies the additional duties cannot be effective for more than a one-year period unless a special request is submitted to the Placement Committee and approved by the Provost for an extension. If a temporary salary adjustment needs to be extended past the one-year maximum allowed or an "overlap" of a time period with new hire is requested, the department must request that a special exception be approved to allow longer salary adjustment period to cover the transition period. The request should be reviewed by Placement Committee and is then recommended to the Provost for final review and approval. An additional Payroll Action Form should be prepared for this extension.
Postdoctoral Fellows may teach one 3 credit class as an overload per semester with the approval of the faculty mentor, department chair, dean, and the Provost.