Summer Session 2012 (12 C/D): Supplemental Teaching Payments
Processing Aids, HR Contacts, Payroll Deadlines and other useful
information is posted on the Payroll & Records Management website:
Powerpoint notes on the layout and use of Chartfields on the S-contract
and Grad Non-Contract Pay forms:
Faculty (regular and supplemental) and
All instructional staff except for graduate students must be paid on
the PeopleSoft UD web forms S-Contract at
http://www.udel.edu/webforms. Before an S-Contract can be made,
the instructor must exist in the PeopleSoft system, If they are new
employees a "New Hire JED" (Job Employee Data Form) must be completed
The following S-Contract fields and values pertain for Summer Session:
12C=1st Summer Session; 12D=2nd Summer Session
- Reason - depends on the University Unit sponsoring the
S-contract and the type of work performed.
||Summer Tch (02)
||Other Pay (08)
||Any activity without a "Course-ID", even if it is
||Ind Study (15)
||For Indep/Priv Study enter Course-ID,
section, and Course-Type on the first page of the form,
plus the Student(s) ID number and credits
in the "Comments" Section of page 2.
|Music Priv. Study
||Music Pvt (10)
||Summer Tch (02)
||Professional and Continuing Studies contracts for Distance Learning
and non-credit programs will be generated by the
Division of Professional and Continuing Studies.
- Payment based on hours worked?
- For Teaching, No.
- Begin/End Dates: Both the Payment and Contract dates are
normally the first and last day of the Summer Session. For First Session Study Abroad classes please use
06/05/2012 - 06/30/2012.
formatted as "mm/dd/ccyy")
- Speedtype: As designated by the sponsoring department (e.g.: ACCT112115). Class = 000. Some departments are using different speedtypes for winter online, winter abroad, and winter-campus classes.
- Earnings Code and Account: Depend on both the
Employee category and whether the contracted activity is teaching or
- Use "Teaching" object codes only when the work is identified to a
particular Course-ID. Otherwise, use the "Administrative" object code,
even if the work is instructionally related but without a particular
(mimics legacy object code)
Regular Faculty (Electing summer retirement)
Regular Faculty (Not electing summer retirement)
All Graduate Students (full-time and part-time) must be
paid on the semi-monthly payroll. They cannot be paid on the
bi-weekly payroll, but must use either a JED or the electronic
Graduate Student non-Contract Pay form as described
US citizens who are students may work no more than
40-hrs/week within the University. For purposes of equating course
assignments to the weekly limit, use the following conversions. In
Fall or Spring, four courses of three-credits each are considered
equivalent to 40-hrs/week. In the Winter Session, two three-credit
courses are considered equivalent to 40-hrs/week. In summer that 40-hr/wk
limit equates to 12-credits' teaching across the entire summer.
A maximum allowable teaching load would then be:
4 courses in fall + 2 winter + 4 spring + 4 summer (@3cr each)
Non-US citizens, according to INS regulations, are
limited during the Fall and Spring semesters to working 20-hrs/week
within the University. For purposes of equating course teaching
assignments to the weekly limit, use the following conversions. In
Fall or Spring, two courses of three-credits each are considered
equivalent to 20-hrs/week. In the Winter Session the limit is 40-hrs/week
and two three-credit courses are considered equivalent to 40-hrs/week. In
the Summer Session all students are limited to teaching no more than 12 cr
across the entire summer. A maximum teaching schedule for non-US citizens
would then be:
2 courses in fall + 2 winter + 2 spring + 4 summer
Rank for Supplemental Faculty
Off-campus faculty are normally compensated at the rate dictacted by their degree (e.g. Masters = Instructor, PHD = Asst. Professor).
Any exceptions to this guideline should be justified in the "Reason
for Payment..." or "Comments" section. Justification should
include: the name of
the institution where the individual is normally employed, their rank/position
at that institution, and any other reason for requesting payment in excess
of the Instructor rate.
Professional Staff Eligibility
Approval by the supervisors of professionals being paid for Summer Session teaching
confirms that such work is outside the individual's normal commitment to the University and
will not conflict with his/her regular duties.
Please contact Payroll & Records Management
(831-8677) with any additional questions about the preparation and routing
of S-Contracts and "Graduate Student Non-Contract Pay" forms.
Payment Policy & Pay Rates
On-contract, full-time faculty teaching overloads (including Continuing
Education, Special Sessions, and other overload teaching) are paid 2.25%
per credit hour of their base academic year salary within the bounds of
the "Floor" and "Ceiling" rates in the table below.
Payments for full-time faculty on 12-month appointments and
for 12-month professional staff who hold a secondary faculty rank
are paid based on their salary adjusted to a 9-month basis as
(12-month "Annual Rate") x 9/11 = (Academic Year basis)
then determine 2.25% per credit and apply the Floor and
Ceiling boundaries below.
Example: ($70,000 12-month-base) x 9/11 = ($57,273
as 9-month-base)... x 2.25% = $1288.64 per credit.
All professionals without a secondary academic rank will be paid at the
floor rate for the rank for which they are qualified.
Off-campus faculty are paid at the floor rate of the rank dictated by their degree as noted above. If off-campus faculty hold a higher
rank at another institution, or are otherwise particularly qualified for
payment at a rank above Instructor, the academic department should contact
the Dean's Office.
|OVERLOAD COMPENSATION SCHEDULE*
(Applies to Overload, Continuing Studies and Special Sessions)**
Effective September 1, 2011
||Rate applies to regular or part-time faculty
teaching at his/her regular campus location or workplace or location within
50 miles round trip between instructor residence and course location. Add
$100 if instructor travels 51-100 miles round trip between instructor residence
and course location; add $200 if instructor travels more than 100 miles
between residence and course location. Incremental payment for instruction
at distance locations is based on extra commuting time incurred for such
||Any additional reimbursement for travel must
be arranged in advance through the unit funding the overload.
||Applies only if one instructor is teaching both
lecture and laboratory of a 4-credit course. If laboratory is taught by
different instructor, the lecturer receives the 3-credit course rate and
the laboratory instructor the 1-credit rate.
||Ceilings will be recomputed based upon actual 2011-12 average salaries by rank (excluding instructors) no later than January 20 of each respective year.
During the Summer Session compensation for regular University employees
is not to exceed payment for two courses (6 credits) or its equivalent
plus $360 for Supervised Study.
Spanning the period from September 1 through May 31 faculty members on
academic year contracts may receive additional compensation beyond the
terms of their basic appointments not to exceed the dollar value of three
4-credit courses plus $360 for Independent Study (in Winter Session).
Summer teaching is unaffected by that limit.
In the Summer Session, graduate students are limited
to working no more
than 40-hrs/week. In terms of teaching assignments, this will equate to
teaching 12-credits across the entire summer (First and Second Session
Only regular faculty and visiting professors may conduct Supervised
Study. To be eligible for payment, the faculty member must meet with the
student a minimum of two meetings per week during the Summer Session for
a 3-credit hour supervised study. This meeting time can be prorated for
other credit hour enrollments. Students who require less supervision, may earn credit,
but the faculty will not be eligible for compensation in such cases.
Students must be registered for credit and pay the required tuition.
Payment will not be made for directing a supervised study if the equivalent
material is covered in a regular scheduled course during that academic
A faculty member is eligible to receive $40 per credit hour for
directing supervised studies to a maximum of $120 per student and $360 for
the entire Summer Session. If compensation is appropriate within the
guidelines listed here, the HR web form "S-contract" should be used; the
reason should be "Ind Study (15)"; the Course-ID, Section, and
Course-Type should be entered on the first page of the form, and
the comments section on the second page of the form should
specify the Student-ID and credits for each registered
Departments are strongly urged to keep some written record of the content
and grading criteria to which the faculty and student agree prior to the
start of the supervised study experience.
UD Online/Distance Learning Payment Rates
Video-based, web-based and print-based distance learning classes are
administered by the Division of Professional & Continuing Studies, who
also prepare the applicable S-contracts for those classes.
The following rates are paid for teaching
UD Online/Distance Learning Courses:
||Rate (per student-credit-hour)
Cancellation and Prorating in Undersubscribed Courses
To receive full compensation for a course, an instructor
must have a minimum of ten students registered for an undergraduate course
or six students in a graduate-level course. Courses with less than the
minimum enrollment may be offered with the understanding that the faculty
member's contract will be prorated accordingly (i.e: by 1/10 of full
salary for each student below 10 in an undergraduate course; by 1/6 of
full salary for each student below 6 in a graduate course).
Study-Travel Courses: Study-travel courses include those offered within approved study-travel programs at locations abroad or within the U.S. but outside of the State of Delaware and which offer academic credit to students. Approved study-travel programs must meet minimum program enrollment guidelines set by the Center for International Studies. To receive full compensation for a study-travel course, an instructor must have a minimum of 5 students. Study-travel courses may be offered with less than the minimum figure with the understanding that the faculty member's contract will be prorated accordingly.
Chairpersons should monitor course enrollments throughout the registration period starting April 2. It may be necessary to wait until
late registration and drop/add on June 6-9 (First Session) and July 11-14
(Second Session) to determine final enrollment and salary amounts.
If the department and instructor determine that enrollment is insufficient
to justify a particular course section, then the decision to cancel that
section should be made in time that students can find a sustitute -
normally no less than two weeks before the start of the session in
question, and the academic department should make every effort to notify
the affected students as soon as possible.
Courses that are undersubscribed will be prorated on a schedule
determined by each College, and may not be executed until the end of
Free Drop/Add. If that is the case, then those will not generate pay in
the first pay period of each Summer Session.
When more than one faculty member shares instructional responsibility
for a course, each will receive a portion of his/her full salary according
to their share of the course responsibilities. For example, if three
instructors equally share in a three credit course, each would receive
one-third of his/her salary at the appropriate rank, or a salary equal to
one credit. When S-contracts are prepared for team-teaching situations,
the number of credits' pay attributed to each instructor should be noted
in the "Reason for Payment" section, and those credits should
sum to the registration credits of the class, unless a specific exception
has been granted in advance.
Employee/Dependent Fee Waivers
The utilization of a fee waiver in any course is subject to the provision
that it must not add appreciable costs to the University. If salary
proration or course cancellation would be appreciably changed by including
students on fee waivers, then the instructor should discuss salary
concerns with the unit funding the course (Academic Department or College).