You are facing the traditional argument that pre award people face with post
award folks.  After all, if you want to find out what a person should be paid
for a week of work, just look at his weekly pay.  Nevermind that he/she is a
36 week employee electing to spread his/her pay over 52 weeks.  What about
the union contract that specifies the 8 week summer session pays 22% of the
AY salary?  Must be a mistake.

Seems like the only real way to apportion pay is on the number of
weeks/days/hours worked and the total paid for it.  Clearly the faculty
member should receive 25% of his/her salary if he/she works 25% of his
Academic Year time.

Try the traditional time/effort certification system on this session.  If the
pay for the Academic Year extends over a period longer than the academic year
(like every two weeks for the fiscal year) and the faculty member receives
full-time summer pay for the summer session, you have problems with less than
full-time effort being reported and/or a different base salary for the
summer.  In either case, a sponsor (like the feds) has to ask questions.

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+   Wil B. Emmert                     +
+   Research and Sponsored Programs   +
+   Western Michigan University       +
+   301J Walwood                      +
+   Kalamazoo, Michigan 49008         +
+   e-mail:  xxxxxx@wmich.edu         +
+   Phone:   (616) 387-8270           +
+   FAX:     (616) 387-8276           +
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