Temporary Salary Adjustment

Employees are expected periodically to perform duties outside of their job description whether those of supervisors, peers or of others below them.

Academic Faculty

"A" Contract vs. "B" Contract

"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 Base Salary

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.

Academic Overload

  1. "B" contract faculty are allowed to earn a maximum of 50% of their base salary in additional compensation from stipends, teaching or performing research on their non-contract days.
  2. "A" contract faculty are permitted to earn a maximum of 30% of their base salary as additional compensation from stipends and overload teaching. The maximum teaching overload for an "A" contract academic faculty member is one three-credit course per semester. Administrative faculty members may teach a maximum of one course per semester (5 credits), summer session included.
  3. In special cases, the dean or director may grant special permission for an "A" or "B" contract academic faculty member to teach and receive additional compensation during the contract year for one additional course per semester either in the faculty member's home department or another academic department including Continuing Education/Extended Studies.
  4. Guidelines for overloads are located in the University Administrative Manual, Section 2,695.
  5. The maximum pay rate on non-contract days is the daily rate equal to the base salary divided by the number of contract days (usually 168-169).

Stipend for Administrative Assignment

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.

Administrative Faculty

A temporary salary adjustment, up to 10%, may be granted if an incumbent has assumed additional duties that are in a higher compensation grade (an increase in scope and complexity in work) for at least 90 working days.  A temporary salary adjustment, up to 5% may be granted if an incumbent has assumed additional duties that are in the same compensation grade (an increase in scope and complexity in work) for at least 90 working days. The faculty member must meet the minimum requirements for the position in order for the adjustment to be granted. Human Resources may request an updated resume/cv to make this determination.

A request should be submitted directly to Human Resources, through administrative channels, and should include:

  • Name of the employee assuming the duties
  • Rationale for why the employee is assuming the duties
  • Job title and compensation grade of the higher level position 
  • An explanation of the higher level job duties being assumed
  • Duration of adjustment
  • Amount requested

Temporary assignment of additional duties to an administrative faculty and the adjustment that accompanies the additional duties cannot be effective for more than a one-year period unless approved by the Provost's Office.  When the temporary salary adjustment terminates, the faculty member is returned to their former salary base plus any COLA and merit awarded.  The COLA and merit amounts are applied to the former base salary.

Other Employment Categories

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.