Re: Time & Effort Question Jari R. Peters 23 Feb 2009 10:36 EST

I agree that activities that are categorized as incidental work for which supplemental compensation is paid (based on A-21), do not have to be included in effort calculations.  But, the question is whether the teaching can be classified as incidental work.  I don't think it can here.

Jari Peters, JD
Office of Research Compliance
Weill Medical College of Cornell University
407 E. 61st, First Floor
New York, NY 10065
Tel: 646-962-8285

----- Original Message -----
From: Sandy Brenner-Hill <xxxxxx@AIM.COM>
Date: Monday, February 23, 2009 9:54 am
Subject: Re: [RESADM-L] Time & Effort Question

> So you are both saying that his effort on the teaching would be a
> separate appointment charged to an institutional account . I my
> past experience, our HRIS would not allow a person to be greater
> than 100% and the HRIS fed into the effort reporting system to a 
> point.
> It then would depend on how your systems are connected
>
>
>
>
>
> -----Original Message-----
> From: Meert, James <xxxxxx@TNSTATE.EDU>
> To: xxxxxx@hrinet.org
> Sent: Mon, 23 Feb 2009 9:27 am
> Subject: Re: [RESADM-L] Time & Effort Question
>
>
>
>
> Mrs. Vogrig,
>
>  
>
> I have to disagree also. Below are a few explanation and
> references. Truly it is up to you and how you define Institutional
> Base Salary (IBS), also there is no “one way” to do effort
> reporting. I know of schools that include incidental pay
> information because the information according to A-21 language
> “need not be include” allows for you to choose, it is an option.
>
>  
>
>  
>
> Extra Service pay and Awards are considered Incidental Pay
> according to OMB Circular A-21 J.8.a
>
> Incidental work (that in excess of normal for the individual), for
> which supplemental compensation is paid by an institution under
> institutional policy, need not be included in the payroll
> distribution systems described below, provided such work and
> compensation are separately identified and documented in the
> financial management system of the institution.
>
>  
>
> Incidental pay is left out of the Effort calculation. See also COGR
> report pg 21
>
>  
>
> When an individual9
> 9s regular workload meets the institution’s definition of full
> workload, incidental work is allowed to be considered supplemental
> and result in additional compensation. In general, these
> assignments are not related to sponsored programs and are not
> included as part of IBS. Incidental work need not be included in
> effort reporting, although it can be if the institution so chooses.
> Section J10a provide some guidance:
>
> Incidental work (that in excess of normal for the individual) for
> which supplemental compensation is paid by an institution under
> institutional policy, need not be included in the payroll
> distribution systems described below, provided such work and
> compensation are separately identified and documented in the
> financial management system of the institution. (J10a)
>
> Examples of incidental work are not provided in A-21, though one
> criterion might include the “regularity” of the assignment. If the
> assignment is not regular, then it might be construed as incidental.
>
>  
>
>  
>
> I hope this helps and Good luck,
>
>  
>
> James
>
>  
>
>
>
> From: Research Administration List [xxxxxx@hrinet.org] On Behalf
> Of Margarita M Cardona
> Sent: Monday, February 23, 2009 8:05 AM
> To: xxxxxx@hrinet.org
> Subject: Re: [RESADM-L] Time & Effort Question
>
>
>
>  
>
> I disagree. Overload or adjunct teaching should not be counted in
> effort reports. This is a problem at smaller universities like ours.
>
> Magui
>
>  
>
> Margarita M. Cardona, MS, CRA
>
> Director of Sponsored Research
>
> University of Baltimore
>
> Offi
> ce of the Provost
>
> 1420 N. Charles St.
>
> Baltimore, MD 21201
>
> (ph) 410-837-6191
>
> (fx)  410-837-5249
>
>
> From: Research Administration List [xxxxxx@hrinet.org] On Behalf
> Of Sandy Brenner-Hill
> Sent: Monday, February 23, 2009 9:02 AM
> To: xxxxxx@hrinet.org
> Subject: Re: [RESADM-L] Time & Effort Question
>
>
>  
>
> Well since aperson can only be 100% you would need to reduce his
> federal effort by the 3 credit amount.
>
> Good thing is htat your federal funds will go for a longer period
> of time
> Bad part if the result us greated than 5% you will have to let hte
> sponsor know/approve
>
> Sandy Brenner-Hill, MPM, CRA
>
>
> -----Original Message-----
> From: Vogrig, Cheryl <xxxxxx@CUP.EDU>
> To: xxxxxx@hrinet.org
> Sent: Mon, 23 Feb 2009 8:38 am
> Subject: [RESADM-L] Time & Effort Question
>
>
>
>
>
>
> I have an interesting situation related to time and effort and I
> hope that you can help.  I have a faculty member that is funded by
> a federal contract (12 month temporary).  We’ve always considered
> him to be 100% federally funded.  Now he has started to teach
> (outside of the contract) for us on an overload status.  The
> university is compensating him for teaching the 3 credits.  What
> should his time and effort look like? 
>
>
>
>  
>
>
>
>
> Thanks,
>
>
>
>  
>
>
>
> Cheryl S. Vogrig, CRA
>
>
>
> Director, Office of Grants and Contracts
>
>
>
> California University of Pennsylvania
>
>
>
> Voice:  724-938-6034 or 724-938-1662
>
>
>
> Email:   xxxxxx@cup.edu
>
>
>
>  
>
>
>
>
>  
>
>
> =0
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