Additional/Extra Compensation (including work activities previously designated as overload) is defined as compensation for any duties in excess of the 1.00 FTE assignments for the position. Additional/Extra compensation must be compensated from Other Personal Services (OPS) funds.
To qualify for Additional/Extra Compensation, the faculty member or exempt University Work Force employee must have a well-defined 1.00 FTE assignment and the work for which Additional/Extra Compensation is to be paid must be clearly differentiated from the basic 1.00 FTE assignment.
Activities for which Additional/Extra Compensation may be paid include, but are not limited to:
The basic Additional/Extra Compensation rate for a three semester hour course is 5% of the nine-month base salary for faculty/University Workforce employee or the compensation which would be paid to an adjunct. For twelve month appointments, the rate for a three semester hour course is 5% of base salary adjusted to a nine-month basis.
Additional/Extra Compensation rates for non-credit activities should be consistent with the time commitments required by the activity. These rates are determined by the funding department with the approval of the Academic Dean/Unit Head and the Provost. Additional/Extra Compensation rates should be consistent with the nature of the work to be done, the length of time involved, and not exceed one's hourly rate for the 1.00 FTE assignment. An exception to the hourly rate limit is permitted for continuing education activity, conferences, workshops or artist performances.
Additional/Extra Compensation assignments must be reasonable in that they should not interfere with nor lessen oneâ€™s ability to perform the basic 1.00 FTE assignment at acceptable levels. The total annual extra state compensation for an individual should not exceed 25 percent (33 percent for faculty/staff compensated for Continuing Education activities) of a full-time twelve-month annual salary excluding any administrative supplement.
Click here for interactive spreadsheets that will assist in the calculation of Additional/Extra Compensation.
Approval for Additional/Extra Compensation must be received in the Office of the Provost from the employee's supervisor, prior to the commencement of services, including instructional and non-instructional activities. The Academic Dean/Unit Head is responsible for ensuring that requests for Additional/Extra Compensation are justified and approved by the Office of the Provost. To document and secure approval please follow the steps described below:
Care should be exercised with Additional/Extra Compensation assignments so as not to jeopardize compliance with faculty load expectations associated with accreditation requirements.
Opportunities for Additional/Extra Compensation must be available on an equitable basis to department faculty and exempt University Work Force employees qualified to engage in the activity for which the Additional/Extra Compensation is to be paid.
Authority for Policy: