I agree with Rene - image that Rene.

We have two kinds of stipends here:

those that go into base salary - these are assumed to cover a broad range of activities or general duties and are more mid- to long-term in nature. They would be spread/charged across all activities proportionally.

those that do not go into base salary - these are assumed to cover specific activities and are more temporary in nature and would be charged specifically to the source funding that activity. HOWEVER, in the example of being a PI on a grant,  the PI would have to show that the work was clearly above and beyond what was expected of them and that they did not otherwise have time to do the additional tasks within normal load. They would also need to have a plan to ameliorate the issue within the short-term (generally the next semester) by adjusting their other commitments.

Larry

>>> "Hearns, Rene" <xxxxxx@EDINBORO.EDU> 11/6/2012 1:55 PM >>>
Jesse,

Over the years, I have worked at institutions that would provide a faculty member a stipend for them assuming the role of PI.  This was only at institutions where they were required to teach heavy 4/4 or 4/5 loads.  The stipend would be grant funded.  Part of me does not agree with this approach because faculty are supposed to perform teaching, research and service.  100% =xx time.  Xx is not 40, 50 or 70.  It is whatever it takes to get your job done.

A lot of it depends on the policies of your institution.

Cheers,
Rene
----------------------------------------------------
Rene Hearns, PhD (cand), MPA, CRA
Director, Grants and Sponsored Programs
Edinboro University of Pennsylvania
148 Meadville Street
Edinboro, PA 16444-0001
814.732.1052 Telephone      814.732.2611 Fax
Office Hours  8:00 am to 4:30 pm

From: Research Administration List [mailto:xxxxxx@lists.healthresearch.org] On Behalf Of Szeto, Jesse
Sent: Tuesday, November 06, 2012 11:07 AM
To: xxxxxx@lists.healthresearch.org
Subject: [RESADM-L] Temporary Salary Increase - allowable?

A faculty member receives a grant, and as a result, has additional responsibilities in addition to his usual responsibilities.

The institution decides to provide a temporary salary increase in order to compensate him for his increase in responsibilities.  The salary increase is allocated proportional to his effort in sponsored and non-sponsored programs, i.e., if he works 50% on the grant, only 50% of the salary increase is charged to the grant.

Questions:

1.  Would the above scenario be an allowable cost?
2.  What if the salary increase were 100% charged to a non-sponsored fund, i.e., none of the salary increase was charged to the grant - would there be any reason why that would be unallowable?

-------------------------------------------
Jesse Szeto
Director, Office of Extramural Support
University of Wisconsin-Extension
Madison WI
608-890-4534
-------------------------------------------

Jesse J.K. Szeto
Director
Office of Extramural Support
UW-Extension Building
432 N. Lake Street, Room 104
Madison, WI 53706-1498
E-mail:  xxxxxx@uwex.edu<mailto:xxxxxx@uwex.edu>
Phone:  (608) 890-4534

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