SVSU follows the Board of Control’s Policy in determining the conditions for additional and/or overload compensation. Faculty and staff who receive compensation above and beyond his/her regular departmental load must ensure compliance with University policy and the Federal Circular 2 CFR 200.
Additional and/or overload compensation may be paid when all of the following conditions exist:
- The work is carried out in addition to the normal full load;
- No qualified person is available to carry the work as part of their normal load;
- The additional duties must not be so heavy as to interfere with the performance of regular duties;
- Prior approvals/appointments for proposed work and compensation are expected to be secured using the required form before the assignment starts.
- Extra compensation does not exceed compensation paid for performance of the employee’s normal duties.
Deans, vice presidents, and the president are not eligible for additional pay because of the extensive workload carried by those individuals and the breadth of their professional obligations in those positions; exceptions, if any, must be approved by the president.
For an Endowed Professor who is part of the Faculty Association the hourly pay for supplemental assignments is calculated on their institutional base salary (not including supplemental assignments) divided by 1,280 hours/8mo the same as all other faculty.
When calculating time available for Endowed Professors for additional work (ie, grants), they have 1,280 hours per the 8 mo contract and 280 hours committed to Endowed Professor responsibilities (supplemental assignment), leaving a balance of 520 hours for all other activities including SP/SU classes. IRS defines full time work as 2,080 hr/year or 40 hr/wk x 52 weeks.
Eight-month faculty (or 32 weeks – per SVSU Faculty Contract D15 and D23) and 12-month administrative faculty (including program coordinators, department chairs, and associate/assistant deans) below the level of dean are eligible for additional pay.
- Faculty with eight-month contracts can earn additional pay (up to 20% of academic year salary) during the spring or summer terms when paid with University funds.
- When compensated work assignments from all sources reaches 20% of a faculty members academic year salary during the spring or summer semesters, the faculty member is considered to have a full-time workload. Compensation which exceeds 20% of a faculty member’s academic year salary must have Vice Presidential or Presidential approval.
Conditions of an Additional/Overload Assignment
Faculty who assume additional/overload assignments for pay must meet expectations in all of their normal work assignments. Per the SVSU faculty contract, regular work assignments typically include the expected full-time commitment of the faculty member to teaching, scholarly and creative activities, University service, leadership in student activities, and community service. Additional/overload pay is not appropriate for an individual if the work can be readily assigned to another qualified person or if the individual’s existing assignments can accommodate the work.
Avoiding Conflicts with Regular Duties
Because faculty are salaried professional employees, additional/overload assignments are most acceptable when the nature of the work in the additional assignment is significantly different from the nature of an individual’s work assignments in the normal full load. When the nature of the work is similar for an in-load and additional/overload pay, the potential for an appearance of a conflict of interest or conflict of obligation exists and should be avoided or thoroughly justified. Federal Circular 2 CFR 200 provides additional guidance. Individuals paid 100% from grant funds cannot perform any institutional functions outside their grant-related job duties.
Exception for additional compensation during the Academic Year (Fall/Winter semesters)
Compensation over and above a faculty member’s base salary during the academic year may be allowable if all of the following are met:
- Consultation occurs across departmental lines
- A separate or remote operation is involved
- The work performed by the faculty member is in addition to his/her regular load
- Consulting arrangements are specifically provided for in the agreement approved by the sponsoring agency.
Defining Self-Supporting Income and Appropriate Rates of Pay
Extra work assignments which entail additional/overload compensation must generate sufficient income to support the additional institutional expense. Continuing education programs, contract services, and other similar activities are designed to generate sufficient income to be self-supporting. They represent the most common activities associated with additional/overload pay at SVSU.
If the regulations of the granting agency or source of funding require a faculty member to make a commitment of time and effort, as part of their regular University assignment, the affected individual will not be eligible for additional/overload pay for that assignment. Federal grants and contracts usually do not permit additional/overload compensation; if done, it usually requires prior approval by the funding agency. Thus, the availability of external funds is a necessary, but not sufficient, condition for additional/overload pay. Work responsibilities on grants and contracts will typically be scheduled as in-load assignments. The rate of additional/overload compensation varies according to the nature of the work, market conditions, and reasonable fit within SVSU’s compensation schedules.