Good morning, Ted--

If I know a researcher is going up for tenure or promotion within the period
of performance, I usually try to budget appropriately at proposal stage. But
when it comes out of the blue, my preference would be to charge the actual
cost for the effort committed (pulling in funds from other lines with a
surplus to make up the difference, if possible), since that's the best way
to ensure that the work gets done. But if that isn't possible for whatever
reason, then I'd reduce the effort (checking with the sponsor first, if it
triggers their prior approval requirements).

Michael Spires, M.A., M.S., CRA
Research Development Officer, Sciences
The Research Office
Oakland University
256 Hannah Hall
244 Meadow Brook Road
Rochester, MI 48309-4451
(248) 370-2207
xxxxxx@oakland.edu
Past President, National Organization of Research Development Professionals

-----Original Message-----
From: Research Administration List <xxxxxx@LISTS.HEALTHRESEARCH.ORG> On
Behalf Of Ted Russo
Sent: Tuesday, July 31, 2018 1:53 PM
To: xxxxxx@LISTS.HEALTHRESEARCH.ORG
Subject: [RESADM-L] Faculty salary on grants: budgeted or actual?

Colleagues,

Good afternoon.  Scenario: Faculty member X gets a promotion/increase.
Significant. Paid summer salary on a federal grant. Grant is in final year.

What policies/process do you follow in this case? Do you charge the actual
or what the sponsor awarded (requiring the faculty member to reduce or
voluntarily cost-share the remaining unfunded effort.)

Thanks in advance.

Ted

--
Frederic J. Russo, C.R.A.
Director
Office of Research and Sponsored Programs Montclair State University
1 Normal Ave.
Partridge Hall 415
Montclair, NJ    07043-1624
Tel. 973-655-3219   Fax. 973-655-5150
http://www.montclair.edu/orsp/

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