Summer School

Summer School Compensation Plan for Teaching Activities

The major priority in determining which courses to offer during the summer should be responding to student needs, while maximizing semester credit hours (SCHs).  Because we wish to ensure that student needs are being met, we will hold funds beyond your initial budget allocations which will be made available if extra sections are needed to meet demand and you don’t have adequate resources to address the needs.  At the same time we are working to achieve robust enrollments, we must strive to offer courses at a reasonable cost. 

Faculty Summer Compensation

It is the responsibility of the Deans and Chairs to ensure the best possible summer schedule, and this can’t be accomplished simply by hiring the lowest paid instructors.  Decisions about staffing must be made locally, and based on the needs and resources available.

Deans and Chairs should handle summer teaching loads in the most responsible manner, maximizing the schedule to support student needs.  The general guidelines that underscored the summer policy should still be respected:  faculty should not be teaching more in the summer than they do in the long academic semesters.

Direct financial incentives for large enrollment classes will be provided.  Regular faculty (those on budgeted lines during the previous fall and spring semesters) who teach “oversubscribed” courses will benefit, in fashion comparable to the structure of financial disincentives for approved, yet “undersubscribed,” courses.  Oversubscription is defined as more than 40 enrollments for undergraduate courses and more than 20 for graduate courses.  Undersubscription is defined as fewer than 15 enrollments for undergraduate and fewer than 8 for graduate. Faculty teaching so-called oversubscribed classes will be able to receive up to 25% in additional salary; lower enrollments will yield up to a 25% reduction in salary.  The schedule illustrates:

Undergraduate

Impact on Base Salary

Graduate

Enrollment

Enrollment

1 - 6

-25%

1 - 3

7 – 10

-15%

4 - 5

11 - 14

-5%

6 – 7

15 – 40

neutral

8 - 20

41 - 60

5%

21 - 40

61 - 80

15%

41 - 60

81+

25%

61+

In no case will a faculty member who has been authorized to teach a course, regardless of the enrollment, receive less than the minimum salary of $833.33 per SCH or $2,500 for 3 SCH.    However, a faculty member may receive more than the salary cap of $2,166.67 per SCH or $6,500 for 3 SCH for oversubscribed classes.  The following translates to the absolute minimum and maximum earnable salaries:

  • Minimum Base Salary with Disincentives = $833.33per SCH or $2,500 for 3 SCHs
  • Maximum Base Salary with Incentives = $2,708.33 per SCH or $8,125 for 3 SCHs

The following is a summary of the general guidelines used for summer school:

  • Maximum Base Salary without Incentives = $2,166.67 per SCH or $6,500 for 3 SCHs
  • Maximum Base Salary with Incentives = $2,708.33 per SCH or $8,125 for 3 SCHs
  • Minimum Base Salary with/without Disincentives = $833.33 per SCH or $2,500 for 3 SCHs
  • 9 Month % Salary Factor = 2.5% per SCH or 7.5% for 3 SCHs
  • Undergraduate Course Size Minimum without a Salary Reduction = 15
  • Graduate Course Size Minimum without a Salary Reduction = 8

Exceptions to these guidelines will be reviewed on a case-by-case basis by the Office of the Provost and Vice President for Academic Affairs.

The summer compensation plan described above only applies to salaries for teaching activities.  Faculty engaged in other activities will have their summer salaries calculated in the manner in which it has been done in the past.   This means that faculty can continue to receive up to 33.33% of their 9 month contract salary if working full-time at these other activities during the summer.

Please familiarize yourself with the new workload policy.

Study Abroad Compensation

Faculty-led study abroad programs are coordinated through Global Learning and Experience, including the setting and agreement of operational budgets and logistical arrangements. Regular faculty who agree to lead a UNT Study Abroad program may receive up to their maximum base salary.  Maximum base salary would be computed and complied as described elsewhere in this memorandum if that is the salary decided upon in the agreement of the program budget. It is the responsibility of Global Learning and Experience, in consultation with chairs and deans, to determine whether a faculty-led study abroad program with low enrollment will be offered or canceled.

Information for faculty interested in leading a faculty-led study abroad program, including deadlines for program proposals, is available at UNT International.

College/Department Incentives

An incentive pool has been established to provide funds to colleges/schools and departments who have achieved the greatest efficiencies in their summer offerings.  The basis for allocations back to units will be “return on investment,” calculated based on revenue generated and expenses incurred.  These funds will be allocated to the college/school for fair distribution out to the individual units, and can be used for temporary or one-time expenditures.  These funds will be eligible to be carry funds forward from one fiscal year to the next.  Allocations will be made no later than November 15th of each year. 

If you have any questions or concerns, you may contact Allen Clark, Vice Provost for Academic Resources, at 940-565-2496 or Allen.Clark@unt.edu, or Dilana King, Senior Budget Officer, at 940-565-3949 or Dilana.King@unt.edu.

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