Interesting question. I'm forwarding to the Listserve for input. Any good, reasoned solution will be enjoyed by all -- and there may be more than one good answer! It may depend on the nature and wording of the contracts, too. For example, if someone has a contract, less than full time, for doing research at a specified rate, that may be looked at as a "regular, ongoing" arrangement, even if it needs periodic renewal (institution covering its budget position because this is soft $). There should be some way to relate this less-than-full-time appointment to a full time appointment, even though effort is not measured in hours. For example, it might be stated in the contract that this part time appointment is expected to be one half the effort of a full time position. Then the individual takes a SEPARATE contract to teach a specific course for a specific fixed sum, and presumably with a separate agreement for each semester. There is nothing in that agreement to indicate what the % effort is for teaching the course, or comparing it to what a "full time load" is. But this is just thinking out loud. Obviously the situation does pose problems in interpretation very far from our usual situations. But we may see it more in the future as institutions move farther from having the bulk of teaching and research faculty being tenured, and skilled persons cobble together a living from parts of positions. Chuck At 02:03 PM 4/23/2004, you wrote: >What happens when they have a 50% position at higher rate and then are >offered adjunct pay for lower rate? Janet > > >-----Original Message----- >From: Herbert B. Chermside [mailto:xxxxxx@VCU.EDU] >Sent: Tuesday, April 13, 2004 3:10 PM >To: xxxxxx@HRINET.ORG >Subject: Re: [RESADM-L] Research Base Salary > > >YES -- BUT.... >This is not a temporary increase for an individual just because he >brings in soft money,but a category of individuals who get funding under >grants, etc., and in return for the possibility of greater salaries give >up tenure. > >VCU is in the process of establishing newly a series of "research >faculty" positions, for fully soft-money individuals, who may get higher >raises if there is funding, but are excluded from tenure. In operation, >these positions will respond somewhat to market forces: higher pay for >lower stability, but no higher than the market will bear. > >This is a reasonable category of personnel for a research institution to >have in these days of seemingly arbitrary external control of teaching >faculty salaries with no recognition that teaching and research faculty >are different markets. And this specialized market is only for the 100% >soft money position! > >Chuck > > > >At 02:04 PM 4/13/2004, you wrote: > >The California State University system provides for a salary > >differential for a grant-related/specially-funded faculty > >classification. See http://www.calstate.edu/HRAdm/pdf2004/HR2004-07.pdf > >for details. > >You may also be interested in the systemwide additional employment > >policy http://www.calstate.edu/HRAdm/pdf2002/HR2002-05.pdf . At most of > > >the 23 CSUs, grants and contracts are managed by an auxiliary > >foundation, so faculty added compensation and summer salary (but not > >released time) are paid by the foundation, not the university. Michael > >Fish Director, Grants Development Office > >California Polytechnic State University > >San Luis Obispo, CA 93407 > >(805) 756-2982 > >xxxxxx@calpoly.edu > > > > > >-----Original Message----- > >From: hcherm [mailto:xxxxxx@VCU.EDU] > >Sent: Tuesday, April 13, 2004 10:09 AM > >To: RESADM-L > >Cc: hcherm > >Subject: Re: [RESADM-L] Research Base Salary > > > > > >Fine -- until the end of the discretionary funds, and then it becomes > >pretty obvious that the "raise" was not regular or permanent. And the > >grant auditors would smell a rat. > > > >Now if he can continue getting discretionary funds and NOT have to > >reduce salary, that would be OK. Of course, you would want to track > >the cost sharing that resulted when he worked the same % for each grant > > >for the same > >dollars, which were now a smaller % of total. > > > >Chuck > > > > > > > > > >At 11:53 AM 4/13/2004, you wrote: > > >How about this scenario: Faculty member is supported 80% by funded > >grants > > >(NIH, foundations, etc...) and contractually 20% by the institution >for > > >academic advisement, administrative functions, etc... The faculty > > >member receives discretionary funding and requests a salary increase > > >to be supported by these discretionary funds. Their effort remains > > >the same > >on > > >the restricted activities. They see this as an incentive for > >themselves > > >because they've been successful in bringing in sponsored grants. > > >Once > >the > > >discretionary funds are exhausted, the salary is adjusted back down. > > > > > >Any thoughts to this? Does any one have a policy that addresses > > >this? Thanks Vinnie > > > > > >Vincent L. Grassia, Jr. > > >Vice President for Research > > >Hospital for Special Surgery > > >535 East 70th Street > > >New York, NY 10021 > > >tel 212.774.2261 > > >fax 212.717.1192 > > >-----Original Message----- > > >From: Research Administration List [mailto:xxxxxx@HRINET.ORG] On > >Behalf > > >Of Jennifer Morgan > > >Sent: Tuesday, April 13, 2004 11:28 AM > > >To: xxxxxx@HRINET.ORG > > >Subject: Re: [RESADM-L] Research Base Salary > > > > > >The nifty new NIH Grants Policy Statement defines institutional base > > >salary as: > > > > > >"The annual compensation paid by an organization for an empoyee's > > >appointment, whether that individual's time is spent on research, > > >teaching, patient care, or other activities. Base salary excludes > > >any income that an individual is permitted to earn outside of duties > > >for > >the > > >applicant/grantee organization. Base salary may not be increased as > > >a result of replacing organization salary funds with NIH grant > > >funds." So, it doesn't appear that this would work with anyone paid > > >by NIH as > >it > > >would include everything paid by the university despite the activity. > > > > > > > > > > > >Jennifer Morgan, MHA > > >Vice Chair for Research Administration > > >Department of Psychiatry and Behavioral Science > > >Medical University of South Carolina > > >67 President Street, Suite 504 > > >Charleston, South Carolina 29425 > > > > > >voice: 843-792-0191 > > >fax: 843-792-0048 > > >email: <mailto:xxxxxx@musc.edu>xxxxxx@musc.edu > > > > > > >>> xxxxxx@UALR.EDU 04/12/04 05:43PM >>> > > >This sounds like faculty fantasy to me. And wouldn't you know they'd > > > >fantasize about money? > > > > > >Spanky > > > > > > > > >At 04:38 PM 4/12/2004, you wrote: > > >>Hello Colleagues, > > >>We've learned of an arrangement made by another institution whereby > > >>a tenure-track faculty member may request a "research base salary" > > >>to be used as a salary base for grant pay. Apparently the faculty > > >>person determines his/her "market value" and establishes a new job > > >>at the university with that salary base (it is a written > > >>institutional policy that this is acceptable and the new job goes > > >>through HR). If s/he is paid from a grant, the rate of pay used to > > >>pay the faculty person from the grant is based on the research base, > > > >>not their Academic Year salary. > > >> > > >>This university has been advised by their external auditor that they > > > >>believe it would pass federal audit since the grants are charged > > >>based on a separate job from their institutional salary. > > >> > > >> I'm finding it hard to believe this would pass federal audit but > >have > > >>been wrong before. I would love to hear your two cents. > > >> > > >>Thanks in advance, > > >> > > >>Kim Chanley > > >> > > >> > > >>Kimberly Chanley > > >>Manager > > >>Sponsored Projects Accounting > > >>Boise State University > > >>208.426.1791 > > >> > > >> > > >>==================================================================== > > >>== > > >> 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.hrinet.org (click on "Listserv > >Lists") > > >>==================================================================== > > >>== > > > > > >Mike McCallister, Ph.D. > > >Office of Research and Sponsored Programs > > >University of Arkansas at Little Rock > > >2801 South University > > >Little Rock, AR 72204-1099 > > > > > >(o) 501-569-8474 > > >(c) 501-590-5609 > > >(f) 501-371-7614 > > >http://www.ualr.edu/orsp/ > > > > > >"Change is inevitable...except from a vending machine." -anon > > > > > >===================================================================== > > >= > > >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.hrinet.org (click on "Listserv Lists") > > >===================================================================== > > >= > > > > > >===================================================================== > > >= > > >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.hrinet.org (click on "Listserv Lists") > > >================================================== > > > > > >===================================================================== > > >= > > >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.hrinet.org (click on "Listserv Lists") > > >===================================================================== > > >= > > >==================== > > > >Herbert B. Chermside, CRA > >Virginia Commonwealth University > >PO BOX 980568 > >Richmond, VA 23298-0568 > >Voice: 804-827-6036 > >Fax 804-828-2051 > >e-mail xxxxxx@vcu.edu > > > > > >====================================================================== > > 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.hrinet.org (click on "Listserv Lists") > > >====================================================================== > > > > > > > >====================================================================== > > 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.hrinet.org (click on "Listserv Lists") > > >====================================================================== > >Herbert B. Chermside, CRA >Virginia Commonwealth University >PO BOX 980568 >Richmond, VA 23298-0568 >Voice: 804-827-6036 >Fax 804-828-2051 >e-mail xxxxxx@vcu.edu > > >====================================================================== > 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.hrinet.org (click on "Listserv Lists") >====================================================================== Herbert B. Chermside, CRA Special Asst. to VP-Research Virginia Commonwealth University PO BOX 980568 Richmond, VA 23298-0568 Voice: 804-827-6036 Fax 804-828-2051 e-mail xxxxxx@vcu.edu ====================================================================== 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.hrinet.org (click on "Listserv Lists") ======================================================================
