Fall Semester 2023: Supplemental Teaching Payments

Rank for Adjunct Faculty

Off-campus faculty are normally compensated at a rate based on degree level (Masters = Instructor rate, PhD = Assistant Professor rate). 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. All exceptions to the standard rate require approval by the Dean. This approval must be provided either by routing the form to the Dean for approval, attaching the email with the Dean's approval to the form, or including a comment referencing the Req ID# of the prior form that had this approval.

In Addition, for Adjunct Faculty, departments must attach the offer letter to the webform. The form will route to both the faculty and the supervisor for approval.

Exempt Staff Eligibility

Supervisors of exempt staff being paid for Fall Semester teaching must approve supplemental payments on the basis that this work is outside the individual's normal commitment to the University and will not conflict with his/her regular duties.

For non-teaching assignments, Department should consult Human Resources prior to making any agreement with the employee.

Please contact Human Resources (831-2171) with any additional questions about the preparation and routing of the Supplemental Pay Form.

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 follows:
(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 exempt staff 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. Normally, their level is based on degree level (Masters = Instructor rate, PhD = Assistant Professor rate). 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 unit sponsoring the Supplemental Pay (Dean's office, Continuing Studies, or Special Sessions). All exceptions to the standard rate require approval by the Dean. This approval must be provided either by routing the form to the Dean for approval, attaching the email with the Dean's approval to the form, or including a comment referencing the Req ID# of the prior form that had this approval.

Compensation Limits

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.

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).

Faculty and Chairs will be able to track course enrollments throughout the registration period. It may be necessary to wait until late in the registration process to determine final salary amounts. In fairness to both students and faculty, decisions about canceling should be made as early as possible.

Team Teaching

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 (Special Sessions, Center for Int'l. Studies, or Professional and Continuing Studies).

Last modified: Dec. 21, 2023