Faculty Supplemental Compensation

Effective 9/1/2007

Overview

Full-time employment at UNT requires a faculty member’s full-time professional commitment and energy.  The assigned workload constitutes full-time employment, and faculty members are expected to fulfill their full-time obligations.  UNT also recognizes the value to its students, its personnel, and the citizens of the community and state arising from consulting and other professional activities in which members of the faculty engage.  Such activities can contribute to the quality of instruction, enhance the competence of the individual, contribute to economic development, and bring credit to the university.  Therefore, faculty may legitimately perform additional assignments for which supplemental compensation is warranted. 

Approval for all activities that result in supplemental compensation MUST be documented PRIOR to commencement of the work. Supplemental compensation, which is any compensation above the full-time base salary that is paid through the university’s payroll system, can take the form of:

  • task payments
  • augmentations/stipends
  • hourly wages

The definition of “supplemental compensation” does not include compensation from sources external to the university and paid outside of the university’s payroll system. It also does not include funds from sponsored projects, except in unusual cases where consultation is across departmental lines or involves a separate or remote operation and the work is performed in addition to regular departmental workload therefore, sponsored project funding may not be handled as supplemental compensation.

Definitions

  • Task payments generally are for one-time or sporadic assignments, usually involving additional hours of work, outside the normal duties and responsibilities of an employee. Compensation is usually in the form of a lump sum payment once the assignment is completed. Examples include: extension or mini-course instruction, editing or translating activities, technical or skilled projects, or other such temporary service.
  • Augmentations/stipends generally span multiple pay periods for a defined period of time, with the understanding that the base salary remains unaffected when this temporary assignment is completed. Examples include service as a center director, chair not on 12- month appointment, associate dean, or holder of an endowed professorship.
  • Hourly wages generally have a defined (set) rate per hour for a defined assignment. Items listed under Task above can be paid either on an hourly basis or as a lump sum.
  • Base Salary represents the full-time compensation rate in periods in which work is performed. The nine-month contract rate represents the base salary for the fall and spring semesters. Summer base salary is determined by the type of work performed (teaching versus non-teaching) and its associated pay.
  • 20% cap is calculated by converting the nine-month contract rate to a twelve-month rate and multiplying it by 20%. This amount represents the maximum amount of supplemental compensation (in all forms) that can be earned in a fiscal year.

Criteria

The following criteria MUST ALL BE MET for an employee to receive any form of supplemental compensation:

  • The current workload is being satisfied in quantity and quality of work.
  • The additional assignment is not permanent.
  • The additional assignment is outside the scope of normal duties and requires additional time and effort.
  • There has been no course release or release from other regular duties to fulfill the assignment.
  • This assignment could not be satisfactorily performed within another faculty member's workload or by another employee without additional compensation.
  • The additional assignment advances the mission of the unit and/or the university.
  • Total supplemental compensation does not exceed the cap of 20% of the twelve-month salary.
  • The source of funds for supplemental compensation is not a sponsored project except in unusual cases described in the Overview above.

Approvals

All of the criteria must be met in order for there to be a legitimate request for supplemental compensation. Documentation of the approval for the assignment and the supplemental compensation shall be provided on the Faculty Task/Augmentation Pre-Authorization Form (VPAA-11B) and attached to the actual payroll authorization form.