Marcia,

Thank you for your thoughts.

UG states that incentive compensation is allowable to the extent that there is an agreement in advance of the work or a policy that is followed consistently enough as to stand as an agreement. I guess what i was getting at is what would prevent an institution from using all of the salary savings as an "incentive." In other words, basically paying the individual their full IBS plus the grant salary. . . side stepping the "not to exceed 100% IBS" by giving the extra funds as an "incentive" or "award?" I don't see anyone doing this, which obviously makes me think it wouldn't fly, but based on what? What is a "reasonable incentive?" What is the line between reasonable  and clearly side-stepping the IBS rule?

On Mon, Jul 31, 2017 at 9:38 AM, Marcia Landen <xxxxxx@usm.edu> wrote:

I’m the one who asked the question about incentives.

 

Paying an incentive to researchers is not prohibited, as long as institutional policy allows it.  And, of course, payments do not come from direct costs.  Source of funds that I’ve seen is usually recovered F&A or salary savings, but could be other institutional dollars as well. Incentives usually come in the form of cash paid either directly to the researcher or into the researcher’s institutional research account. Incentive payment might be provided to everyone who meets certain criteria, or it could be through an awards program in which awards are given to selected high achieving individuals in prescribed categories. Awards programs are pretty common for teaching achievement as well.

 

There are pros and cons to everything.

 

Marcia Landen

Associate Vice President for Research

The University of Southern Mississippi

601.266.4119 (main office)

601.266-4123 (direct)

xxxxxx@USM.edu

 

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From: Research Administration List [mailto:xxxxxx@lists.healthresearch.org] On Behalf Of Megan Roth
Sent: Friday, July 28, 2017 5:16 PM
To: xxxxxx@lists.healthresearch.org
Subject: [RESADM-L] Curious salary question

 

Hi all,

In reflection on another question (maybe this listserv, maybe another, I don't recall) about offering financial incentives to researchers. . .

UG only allows payment of the proportionate share of salary, not to exceed 100% of IBS. Is there anything stopping the institution from using departmental or indirect dollars to pay the researcher an institutional bonus or supplement for their "good hard work?' To some degree it appears like an effort to side step the 100% IBS cap, does it not?

--

Megan Roth, Ph.D.

Director, Office of Research and Sponsored Programs

Abilene Christian University

320 Hardin Administration Bldg

ACU Box 29103

Abilene, TX 79699

O: 325-674-2885

F: 325-674-6785

xxxxxx@acu.edu

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--
Megan Roth, Ph.D.
Director, Office of Research and Sponsored Programs
Abilene Christian University
320 Hardin Administration Bldg
ACU Box 29103
Abilene, TX 79699
O: 325-674-2885
F: 325-674-6785
xxxxxx@acu.edu
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Instructions on how to use the RESADM-L Mailing List, including subscription information and a web-searchable archive, are available via our web site at http://www.healthresearch.org (click on the "RESADM-L" link under "Sponsored Programs").

A link directly to helpful tips: http://tinyurl.com/resadm-l-help

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