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Faculty and Academic Staff Salaries

Information about faculty and staff salaries for grants or research projects including Compensation for Additional Services (CAS), Reassigned Time and Overload.

Several options are available for payments on a grant project. They include Compensation for Additional Service, Reassigned Time and Overload.

Compensation for Additional Service (CAS) a.k.a. Summer Pay

Summer salary is typically paid as Compensation for Additional Service (CAS), which represents an extension of contract to add one or more new calendar period(s) outside of a faculty member’s normal 9-month contract.

CAS paid with external dollars may not exceed 33.3% of the participant’s academic year base salary per fiscal year. (NOTE: the funding agency’s rules may restrict the allowable payments to an amount less than 33.3%.)

CAS paid with institutional dollars is restricted to 22.2% per fiscal year. Institutional CAS generally is awarded in increments of 7.5% of base salary (for the equivalent of one month full-time equivalent work). 

CAS payments in excess of 15% of base salary require approval by the Provost and Vice Chancellor.

Reassigned Time

Reassigned time constitutes a portion of faculty workload that is reassigned from teaching to work on a sponsored project. Typically, reassigned time is calculated in terms of a percentage of teaching load, using student credit hours as the unit of measure. A 3-credit hour course-equivalent reassignment, therefore, would be calculated at 12.5% of academic year base salary.

Budgeting for replacement costs, rather than the full share of salary reassigned to the sponsored project, is strongly discouraged. Please confer with the Office of Grants and Faculty Development prior to using this mechanism in a grant or contract budget.

Example 1: Replacement Costs

Joe Blow has a grant for which he is expected to work 25% of his academic year full time effort. Twenty-five percent of Joe Blow’s academic year assignment is the equivalent of two courses. Joe budgets in the grant for $6,000, or $3,000 per course to pay an adjunct to fill in while he is working on the grant. The amount of Joe’s salary ($6,000) budgeted for replacement is paid from the grant account to Joe. The amount paid to Joe from the departmental 102 account is reduced by the same amount. As a consequence, the department has $6,000 in salary savings that they can use to pay an adjunct to teach the two courses.


Example 2: Full Recover (preferred)

Suzy Creamcheese has a grant for which she is expected to work 25 percent of her academic year full time effort, or the equivalent of two courses. Suzy budgets her full replacement costs on the grant, equaling 25 percent of her 80,000 base salary, or $20,000. Twenty-five percent of Suzy’s salary is paid from the grant account, 75 percent from the departmental account. That leaves the department with $20,000 to pay adjuncts for two courses (at a total cost of $6,000). Not only is there no loss to the department, but the department actually realizes $14,000 in salary savings that can be used for other purposes.

Reassigned time is not normally an option for instructional academic staff.  Please consult with the Office of Grants and Faculty Development in such cases.

Overload Payments

Overload payments are for work of an unusual, short-term and non-recurring nature. The additional work requirements create a workload exceeding 100% of the employee’s time. There is a $12,000 limit on the amount a full-time employee may earn as “overload” per calendar year. Federal rules normally do not permit payment for work in excess of 100% of one’s assigned workload. Use of the overload pay mechanism as for grant-related work is strongly discouraged, and should only be used with approval from the Office of Grants and Faculty Development.

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by Reinke, Heidi last modified Sep 26, 2011 02:36 PM