E13.1
POLICY FOR FACULTY EXTRA SERVICE COMPENSATION AND SUMMER EMPLOYMENT
1.0 Purpose
This document sets forth policy for compensating faculty for RIT service over and above their normal professional responsibilities, so as to position the Institute for federal contracts, and to meet federal guidelines and regulations (section 10).
2.0 Normal Workload for Faculty
Normal workload assignments, as stated in faculty contracts, include but are not limited to, teaching and/or research responsibilities and such related activities as student advising and growth through further study, writing, lecturing, membership in professional societies, and other appropriate activities. Specific activities and their weightings are specified in faculty members' plans of work.
3.0 Extra Service
"Extra service" is work performed for RIT over and above the faculty member's normal workload assignments within the home department for the academic year and as established in their plan of work. Extra service can also be identified in the plan of work.
RIT activities such as training for Corporate Education & Training (CET) or work on a Center for Integrated Manufacturing Studies (CIMS) project by those not formally assigned to CET or CIMS are "extra service" within the meaning of this section.
4.0 Additional Professional Activities Not Part of Normal Workload or Extra Service
Many faculty devote time to additional professional activities of their own choosing, such as independent creative work, outside research, consulting, training, or employment. These activities are carried out on the faculty member's own time, over and above the time expected to be devoted to his or her normal workload. These activities may be identified in a faculty member's plan of work.
5.0 Scheduling Flexibility
It is the practice of RIT that faculty work assignments be scheduled such that up to 20 percent of a faculty member's weekday hours be available for "Extra Service" activities (section 3.0) and/or "Additional Professional Activities Not Part of Normal Workload or Extra Service" (section 4.0). This practice is a scheduling device and not a substitute for or release from the normal workload or a grant of compensated free time.
6.0 Overload Teaching
From time to time faculty may be asked to accept teaching assignments over and above their normal teaching loads as defined in their home colleges. Such overload assignments are not considered "extra service," and faculty shall be compensated for overload teaching according to the practice applicable in the college in which the assignment occurs.
7.0 Interdepartmental Assignments
Pursuant to section 2.0, faculty and staff may occasionally accept an assignment to work outside their home departments or colleges, by mutual agreement of the respective deans, directors, and department heads. For example, a faculty member might be assigned to work half-time on a CIMS project. In such cases, except for incidental short-term assignments, the outside department shall absorb the cost of the faculty member's compensation and benefits for the time spent on the outside work assignment. Such interdepartmental assignments outside the department are not "extra service" within the meaning of section 3.0.
8.0 Compensation for Extra Service
RIT's policy is that all employees, including faculty, shall be compensated for extra service. Compensation for extra service shall not be construed as a change in the employee's base salary.
The amount or rate of extra service compensation may be determined in several ways, depending on circumstances, and by mutual agreement of the faculty member and RIT. For example, extra service compensation could be based on a proration of the faculty member's base salary according to the time spent on the extra service, or on the market value of the services. However, the time spent by faculty members compensated on extra service shall not exceed 20 percent of their normal workload, as defined in section 2.0
All extra service compensation shall be paid to the employee through the RIT payroll system. Employees may not consider themselves independent contractors by virtue of their receiving compensation for extra service.
9.0 Summer Employment
Faculty members on ten-month contracts shall be compensated for summer work as extra service outside of the normal school year workload as defined in section 2.0. Extra service compensation for the summer employment of ten-month faculty shall be limited to 24 percent of the faculty member's ten-month base salary. Compensation for summer employment of ten-month employees shall not be construed as a change in the faculty member's base salary.
10.0 Special Conditions for Extra Service on Federally-Sponsored Activities
Office of Management and Budget (OMB) Circular A-21 places certain restrictions on extra service compensation for employees working on projects sponsored in whole or in part with Federal funds. The general rule is that contractor or grantee employees paid with Federal funds may not be compensated at a rate higher than their normal base compensation.
Circular A-21 states in part: "Since intra-university consulting is assumed to be undertaken as a university obligation requiring no compensation in addition to full-time base salary, the principle also applies to faculty members who function as consultants or otherwise contribute to a sponsored agreement conducted by another faculty member at the same institution. However, in unusual cases where consultation is across departmental lines or involves a separate or remote operation, and the work performed by the consultant is in addition to his regular departmental load, charges for such work representing extra compensation above the base salary are allowable provided that such consulting arrangements are specifically provided for in the agreement or approved in writing by the sponsoring agency."
In order to ensure compliance with Circular A-21, the following special rules shall apply to compensation for extra service performed on projects funded wholly or in part with Federal funds:
1. In order to be eligible for compensation, extra service on Federally funded projects must be performed outside the faculty member's home department (or departments, in the case of a faculty member's holding a joint appointment). Such "outside" service includes, but is not limited to, work for outreach organizations such as CIMS, CET, and the T&E Center. There shall be no extra service compensation for work on Federally-funded projects based within the faculty member's home department or organizational unit; work on such projects shall be deemed part of the faculty member's normal workload.
2. In order to be eligible for compensation, the extra service must be clearly over and above the faculty member's normal workload.
3. Compensation for extra service on Federally-funded projects shall be based on a proration of the faculty member's base salary according to the effort expended on the extra service.
4. Written approval for extra service must be obtained from the Federal sponsoring agency prior to the commencement of the service. Service performed in advance of such approval will not be compensated. The Department of Grants, Contracts and Intellectual Property shall be responsible for obtaining appropriate documentation of agreement, and project budget amendments if they are required.
11.0 RITRC and the CIMSPrint Corporation
The RIT Research Corporation and the CIMSPrint Corporation are separate corporations from RIT. Work performed for them is therefore not considered to be "extra service" to RIT and is outside the scope of this policy. In addition, the RIT Research Corporation is not subject to the requirements of OMB Circular A-21, so the special rules cited in section 10.0 do not apply to it. Unless either corporation is specifically purchasing the services of RIT employees from RIT, work performed by RIT employees, including faculty, for either corporation must occur on the employee's own time. The terms of engagement for part-time employees and independent contractors, including the amount of compensation, is determined by the RIT Research Corporation and the CIMSPrint Corporation according to their own policies.
Approved May 7, 1998