I agree that this would be considered third party cost share and not institutional cost share. The faculty member would keep some kind of time sheet for this “donated” time and certify that the appropriate effort was provided to the project. And I also agree that permission from the sponsor wouldn’t be needed. As long as the effort proposed by the investigator was being met, whether paid by the grant or not, you’re covered as long as you have the certified effort info in the file.

 

Vicki

480-965-2171

 

-----Original Message-----
From: Research Administration List [mailto:xxxxxx@hrinet.org] On Behalf Of Carolyn Elliott-Farino
Sent: Thursday, May 27, 2010 1:36 PM
To: xxxxxx@hrinet.org
Subject: Re: [RESADM-L] Summer Salary

 

It sounds like third party cost share. Your PI is doing the cost sharing,

not the institution. Have the PI sign a time and effort report documenting

the time spent since they have committed that time to the grant, paid or

not.

 

I didn't understand the comment about requesting permission for leave. And

I disagree with the statement that most summer salary is for three months.

It definitely depends on the funding agency. NIH allows three months, yes;

NSF only allows two.

 

Carolyn

 

-----Original Message-----

From: Research Administration List [mailto:xxxxxx@hrinet.org] On Behalf

Of Sharon McCarl

Sent: Thursday, May 27, 2010 4:05 PM

To: xxxxxx@hrinet.org

Subject: Re: [RESADM-L] Summer Salary

 

I don't see any reason to request a leave.  The faculty member will be

there

working on the project.  The problem is documenting the effort outside of

the payroll/accounting system since you cannot cost share a summer salary

from a non-existent funding source.  I would document the effort in a

letter

and have the PI sign the letter certifying that he or she has provided the

effort and put it in the file.

 

Sharon

 

 

On 5/27/10 3:43 PM, "Jason K McCrory" <xxxxxx@UAB.EDU> wrote:

 

> Since you refer to this as budgeted summer salary, there is an implied

effort

> commitment the faculty needs to meet during the summer months.  Since

most

> summer salary is for three months, you'll probably have to request

permission

> from the sponsor for the faculty to take leave.  You already know that

since

> no salary will be paid, you won't have costs to move to a cost sharing

account

> and that you will come up short on that commitment.  Assuming this gets

> approved, see if your institution has a policy relating to undocumented

> voluntary cost sharing and follow it.

>

> Jason

>

> -----Original Message-----

> From: Research Administration List [mailto:xxxxxx@hrinet.org] On

Behalf Of

> Nicole M. Corali

> Sent: Thursday, May 27, 2010 2:06 PM

> To: xxxxxx@hrinet.org

> Subject: [RESADM-L] Summer Salary

>

> Good Afternoon -

>

> Has anyone come across a faculty member who wants to forgo budgeted

summer

> salary. The PI is paid on a 9 month appointment. There is academic year

cost

> share already associated with this grant. They want to forgo summer

salary in

> order to use it on other expenses. The problem being, they are not

reducing

> their effort, but rather working for no compensation during the summer.

Since

> they are not receiving salary, we have no way to certify their effort

other

> than have them signing a certification that they are committing the

amount of

> effort originally proposed, but this brings into question voluntary cost

share

> issues, but since there is no salary associated with summer pay, there

is no

> way to track the associated cost share. Has anyone run into this and how

did

> you handle?

>

> Thanks,

> Nicole

>

>

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