Regulations & Policies
Academic Affairs
Faculty Overloads and Incidental Compensation |
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| Number: | 2.0440P |
Policy Status:
Major Revision Responsible Division/Department: Academic Affairs |
| Effective Date: | 10/16/01 | |
| Revised Date: | 08/01/23 | |
I. OBJECTIVE & PURPOSE
To establish a policy for assigning and compensating faculty who accept teaching and other non-instructional/non-credit generating duties above their annual contractual appointment.
II. STATEMENT OF POLICY
A. Definitions:
Overload Assignment: Temporary instructional and non-instructional duties assigned beyond a faculty member’s full-time (1.0 FTE) appointment. Overloads represent additional sustained effort over a delimited period of time, typically an academic term, and are represented as proportional faculty full-time effort (FTE).
Incidental Compensation: Payments for non-credit generating activities that are incidental and/or of limited duration. This includes awards, honoraria, and similar work-performance bonuses as per Policy 4.0110P, as well as compensation for participation in workshops and other activities that serve the mission of the university but do not represent significant, sustained effort. Incidental compensation is not represented as proportional full-time effort (FTE).
B. Overload Assignments
A faculty member who is satisfactorily performing assigned duties may be offered an overload assignment above their contracted appointment consistent with the following guidelines.
- Overload assignments in an academic term cannot cumulatively exceed .25 FTE. This includes the summer term for faculty with 12-month contracts and 9-month faculty on summer contracts.
- Instructional overloads shall be compensated on the basis of no less than $2,000 per credit hour, or through an equitable reduction in teaching assignment in the following semester or academic term. Exceptions to this rate of pay must be approved by the Provost or designee. Non-instructional overloads are compensated based on proportional overload effort compared to 1.0 FTE base pay.
- The FTE assigned for non-credit generating activity shall be determined based upon the anticipated number of hours of work in consideration of a 40-hour work week (e.g., 10 hours of work = .25 FTE, 20 hours = .50 FTE). Compensation for this effort is paid on the basis of the hours worked and the faculty member’s regular rate of pay.
- Overload assignments paid from contracts or grants must additionally comply with Policy 2.1040P and federal regulations (2 CFR 200.430).
- Overload assignments must be approved by the Provost or designee before the overload activities begin.
- Overload Assignment and Incidental Compensation payments do not qualify for retirement compensation or credit and are paid over the period of the assignment.
Under extraordinary circumstances, the Provost or designee may approve an exception to the 1.25 FTE limitation due to critical needs and/or an absence of alternatives. Each request for an exception shall include a statement of the extraordinary circumstances requiring the exception, both the contracted assignment and the overload duties to be performed by the faculty member, and alternative approaches to meet this critical need in the future without the need for an overload assignment.
C. Incidental Compensation
Faculty awards, such as Distinguished Professor, Outstanding Service, and Community Engaged Scholar; compensation for achievement incentives, such as Teaching Online Training or online course development; and honoraria for significant short-term contributions, such as giving a special lecture or serving as a program or online course reviewer, are not considered overload assignments. Reference Policy 4.0110P for the specific details governing those payments.
Incidental payments do not require approval by the Provost or designee before the activities leading to the incidental payment are initiated. They are lump-sum payments less applicable taxes.