Academic Affairs Policy Manual

Section 1: Faculty

1.07 Compensation

Faculty compensation shall be reasonable and consistent with Regents Policy.

Source: Board of Regents Policy, §§ 803.1401 and 803.1402

1.07-1 Mid-year Salary Increases

Mid-year salary increases are routinely denied in the budget amendment process unless the institution is acting under specific authority of the Chancellor. Retroactive salary increases are denied summarily under any circumstances.

Source: Vice President for Business and Finance, 2/11/87

1.07-2 Extra Compensation

In accordance with Board of Regents policy, extra compensation may be paid to faculty and exempt University staff for participating in appropriate University instructional, research, or service activities when all four of the following conditions are met:

1. The work is carried in addition to a normal full load.
2. No qualified person is available to carry the work as part of his/her normal load.
3. The work produces sufficient income to be self-supporting.
4. The additional duties are not so heavy as to interfere with the performance of regular duties.

When extra compensation is paid, it shall be in line with compensation for performance of the employee's normal duties.

Source: UGA's Human Resources Policies and Procedures
URL: http://www.busfin.uga.edu/manual/ and click on “Human Resources” then on “Human Resources Policies” and then on “Extra Compensation for Faculty and Exempt Staff”

1.07-3 Administrative Positions

Full-time faculty may be hired into or asked to accept an administrative position. Under either situation, issues might arise related to budgetary supplements and salary conversions based on type of contract.

1.07-3.1 Supplements

An administrative supplement is a unit budget allocation beyond the base salary provided in recognition of the assumption of administrative responsibilities. Such supplements shall be defined separately from the base salary in institutional salary documents and will not be considered in determining annual salary increments. Only the base salary will be used for salary increments. Any increment made to the administrative supplement will be a separate budgetary action and will require concurrence of the appropriate institutional administrators and University Budget Committee. The amount of the supplement will be recognized and shown as such in an individual's contract. The terms and period of the recognition of the supplement will be recorded in a separate agreement with each individual.

Specifically, the following University procedures will be implemented under conditions of retracting from a position which has had an administrative supplement consistent with established Regent policy:

1. The administrative supplement will be retracted.
2. When an administrator leaves a fiscal year position to assume an academic year contract, the salary will be converted from a twelve to nine month base.
3. If the individual is returning to a faculty position which he/she held prior to holding the administrative position, the adjusted salary will not be less than his/her faculty salary at the time of the transfer plus his/her salary percentage increases applied to the base salary exclusive of any supplement for each of the years during the period while holding the administrative position.
4. If the individual is transferring to a faculty position which he/she did not hold prior to holding an administrative position, the adjusted salary will not be less than the average salary of faculty within the same rank and experience.

Source: University President, 11/3/88

1.07-3.2 Conversion Factors from “A” to “F” Contracts or Vice Versa

• To compute the conversion from an “A” to an “F” contract, divide the “A” contract salary by .75.
• To compute the conversion from an “F” to an “A” contract, multiply the “F” contract salary by .75.

Source: Budget Review, 7/28/05

1.07-3.3 Administrators Returning to Faculty Positions

When a fiscal year administrative employee returns to an academic appointment as a faculty member, the salary shall be determined on the same basis as other faculty members with similar rank and experience within the department to which he/she returns or in other similar positions within the institution.

Source: Vice President for Academic Affairs, 7/27/87

1.07-4 Consulting Policy

Outside consulting is authorized, provided:

1. that such activity does not interfere with regular and punctual discharge of official duties;
2. that such activity be reasonable in amount (normally this will not exceed four days per month);
3. that such activity not create a conflict of interest with the University; and
4. that faculty wishing to engage in such activity receive prior written approval from the dean or head of a major University unit.

It is the responsibility of the head of each unit to implement this policy in a manner consistent with the needs of the respective units.

Source: Board of Regents Policy Manual, § 802.1602
UGA's Associate Vice President for Academic Affairs, 10/19/89

1.07-5 Payment of Memberships

Only memberships and dues in the name of the University can be paid by the University. This precludes all payment of memberships and dues in the name of individuals.

Source: UGA's Human Resources Policies
URL: http://www.busfin.uga.edu/manual/ and click on “Human Resources” then on “Human Resources Policies” and then on “Membership in Professional Associations”

1.07-6 Summer School

Payment of compensation to faculty members for full-time employment during the summer session shall be at a rate not to exceed 33-1/3% of their regular nine months compensation for the previous academic year.

Source: Board of Regents Policy Manual, § 803.1403