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> MSU Policy and Procedures > Faculty Handbook
SECTION CONTENTS
1102.00 Definitions
1110.00 MSU-Bozeman Policy
1120.00 Additional Compensation
1121.00 Criteria and Process for Approval
1122.00 Types of Additional Compensation
1123.00 Additional Compensation Not Subject to Maximum Salary Limits
1124.00 Additional Compensation Subject to Maximum Salary Limits
1130.00 Consulting
1131.00 Board of Regents Policy
1132.00 Montana State University-Bozeman Consulting Policy
1133.00 Consulting During Vacation and Leave Periods
1134.00 Consulting By Field Staff Of The Extension Service
1135.00 Professional Writing And Other Creative Activities
1140.00 University Sponsored Research Appointments
APPENDIX
University Sponsored Research Appointment Form
"Additional Compensation" means remuneration from
University-controlled funds paid to an employee in addition to his or her base
salary. Royalties, fees from copyrights and patents, as well as monetary
awards, prizes, recognitions and honors, are not considered additional
compensation. Appropriate University approval of additional compensation,
as set forth in Section
1120.00, is required.
"Administrative Component" means additional compensation for
performing substantial administrative duties for a college, department, center,
or other unit of the University. The administrative component may be paid
from state-appropriated or non-state-appropriated funds.
"Competitive Bid" means a bid submitted in response to a request for
bids publicly advertised.
"Consulting" means "ANY ADDITIONAL ACTIVITY BEYOND DUTIES
ASSIGNED BY THE INSTITUTION, PROFESSIONAL IN NATURE AND BASED IN THE APPROPRIATE
DISCIPLINE, FOR WHICH THE INDIVIDUAL RECEIVES ADDITIONAL PERSONAL REMUNERATION
DURING THE CONTRACT YEAR." Remuneration for consulting is paid by
agencies or individuals outside the University and the funds upon which
consulting payments are drawn are not controlled by the University.
"Field staff members" are professional Extension Service and
Experiment Station staff members who are located off-campus from Montana State
University-Bozeman.
"Salary Supplement" means additional compensation for additional work
paid from sources other than state-appropriated funds.
"University-controlled Funds" means monies from state-appropriated
funds, fees and tuition, designated accounts, auxiliary services, grants and
contracts, gifts and donations which are controlled and managed by the
University.
Revised, July 1, 2000.
1110.00 MSU-Bozeman Policy
Extension Service faculty should also refer to the Extension Service Policies
and Procedures Manual.
The University has priority claim on the working time of full-time staff
members. When faculty members undertake additional activities,
University-sponsored or non-University sponsored, they must ensure that their
assigned duties are fulfilled.
No employee of Montana State University-Bozeman may accept additional
compensation for providing to the same clientele the same services which are
part of their assigned University duties. In particular, no faculty member may
receive compensation for tutoring students of the University. A teaching
assistant may not receive compensation for tutoring students in any course in
which they have any responsibility.
1120.00 Additional Compensation
Additional compensation from University-controlled sources is, except for
retention incentives, a temporary adjustment of salary which must be annually
specified and approved in writing by the department head, the dean and the
appropriate vice president. Royalties, copyrights, and patents, as well as
monetary awards, prizes, recognitions and honors, are not considered additional
compensation.
Faculty may receive additional compensation during the academic year of up to
20% of their monthly base salary through University-controlled sources other
than state appropriated funds, including grants and contracts administered
through the University.
Faculty may earn additional compensation through summer employment as set
forth in this policy.
Revised, July 1, 2000.
1121.00 Criteria and Process for Approval
Additional compensation is not a permanent increase to an employee's base
salary, is expressly conditioned on the availability of funds, and may be
suspended or removed at any time upon five days notice.
1121.01 Responsibilities of Academic Administrators
Department heads and deans shall analyze carefully the total professional
commitments, including outside consulting, of the faculty member requesting
additional compensation. Additional compensation should be approved only if the
faculty member's and the department's instructional, outreach, and research
programs will not be adversely affected.
1121.02 Responsibilities of the Faculty Member
Funds used for additional compensation from the direct costs of a sponsored
grant, gift, or contract must be used only with the sponsor's approval. If
sponsored funds are used to pay a portion of the additional compensation, the
funds should be included in the grant as direct costs and the faculty member
shall obtain the approval of the sponsor.
Any exceptions to this policy must be approved in writing by the
President.
1122.00 Types of Additional Compensation
All types of additional compensation and associated restrictions are
described in sections 1123 and 1124. The amounts of certain types of
additional compensation are restricted to allowable summer salary amounts (e.g.,
2/9ths or 3/9th of AY base salary), or a salary supplement of up to 20% of
monthly base salary. Types of additional compensation with such
restrictions (sec. 1124) include:
- Compensation of AY faculty for summer work.
- Compensation for work beyond normally assigned duties.
Other types of additional compensation do not have these restrictions (sec.
1123), including:
- Recognitional Awards such as endowed chairs and Regents
professorships.
- Compensation associated with off-campus assignments.
- Administrative components associated with substantial administrative
responsibilities.
- Compensation for teaching Extended Studies Credit Courses (certain credit
limits apply)
- Retention Incentives.
These types of additional compensation and any associated restrictions are
described below.
Revised, July 1, 2000.
1123.00 Additional Compensation Not Subject to Maximum
Salary Limits
Some forms of additional compensation are not subject to maximum salary
limits. These include:
- Recognitional Awards - section 1123.01
- Off-Campus Assignments Allowances - section 1123.02
- Compensation for Teaching Extended Studies Credit Courses - section
1123.03
- Administrative salary components - section 1123.04
- Retention Incentives -section 1123.05
- Consulting - sections 1123.06, 1130
Revised, July 1, 2000.
1123.01 Endowed Chairs, Regents Professors, Named Professorships
The University may occasionally wish to recognize outstanding individuals
with additional compensation. Such compensation will vary in amount and duration
depending, in part, on the intent of the donor, the worthiness of the case, the
availability of funds, and other criteria established for the award.
Renumbered, July 1, 2000.
1123.02 Off-Campus Assignment Allowance
Faculty members are sometimes on University-approved assignments in other
United States or international locations. Two general types of salary
adjustments may be appropriate: Compensation for a Change in Responsibility or
Cost of Living Differential.
- A.
- Compensation for a Change in Responsibility.
When an interim assignment results in greatly increased responsibility for
the faculty member, the funding source may offer additional compensation for
the duration of the assignment.
- B.
- Cost of Living Differential.
Faculty members on University-related assignments in other locations often
incur increased costs of living. The funding source may provide a cost of
living differential to the faculty member for the duration of the
assignment.
- Renumbered, July 1, 2000.
1123.03 Extended Studies Credit Courses
Faculty members may teach up to the equivalent of six semester credits of
extended studies courses per academic year and may retain the compensation
from that teaching without any special permission beyond that required to set
up the course itself. The Office of Extended Studies maintains information on
the current rates of compensation as established by the Board of Regents.
- Renumbered and Revised, July 1, 2000.
1123.04 Administrative Components
When faculty take on substantial administrative responsibilities, such as
serving as department head or administering major grants, additional
compensation in the form of an administrative component may be
appropriate. An administrative component is not considered part of the
faulty member's base salary.
Renumbered and Revised, July 1, 2000.
1123.05 Retention Incentives
To retain outstanding faculty, the appropriate vice president may award a
faculty member a retention incentive. This incentive is added to
the base salary. The amount will be negotiated with the faculty member,
the faculty member's department head, and dean and is subject to the approval of
the Provost and President. If funds from a gift, grant or contract are
used, the sponsor must also approve. A record of the incentive amount shall be
provided in writing to the faculty member, and maintained by the faculty
member's department head or other primary administrator.
Renumbered and Revised, July 1, 2000.
1123.06 Consulting
Compensation from consulting includes any remuneration to faculty members
resulting from their work for or service to entities outside Montana University
System. Faculty members and staff may engage in private consulting and/or
professional practice in compliance with the policy described in section 1130 of
this Handbook.
Revised, July 1, 2000.
1124.00 Additional Compensation Subject to Maximum
Salary Limits
When additional compensation is provided for assigned tasks that are clearly
beyond the normal activities of a faculty member, that compensation will be
as:
- Summer salary (for faculty on AY contracts), and/or
- Additions to monthly base salary (salary supplements) - see section
1124.03 for details
The amounts of summer salary allowable for AY faculty varies depending upon
the source of funds. Allowable amounts from the various sources may be
summarized as follows:
Maximum Summer Salary (exclusive of the 20% salary supplement
described in 1124.03):
- from all University-controlled
sources 3/9ths of AY salary
- from State funds (e.g., contracted summer session
teachings):
2/9ths of AY salary
Faculty on AY contracts may make up to 3/9ths of their AY salary
during the summer if there is sufficient external funding available, and the
external sponsor (s) and the appropriate university administrators approve
it. Salary will be based on the faculty member's salary rate as of April 1
of the academic year preceding the summer appointment. Faculty who receive some summer salary from State funds may also be
compensated from external sources as long as the total does not exceed 3/9th of
their AY salary. Funds from external sources must be identified in the
direct costs of sponsored projects.
Whenever additional compensation is provided for extra work (section 1124), a
description of the extra work and the additional compensation shall be
maintained by the faculty member's department head or other primary
administrator. (A contract for summer session teaching can be used to fulfill
this requirement.)
New section, July 1, 2000.
Revisted, July 1, 2004.
1124.01 Summer Employment of Faculty
[MUS Policy
802.3, March 19, 1982]
The University may rehire faculty members on AY contracts for specific
duties, including teaching or research during the summer months. Maximum
summer salary amounts are summarized in 1124.00.
Revised, July 1, 2000.
1124.02 Special Assignments/Projects
It may be advantageous to
the University to assign or permit individual faculty and staff members to
perform special professional services such as participation in the teaching
program of another unit or department, teaching in the Honors Program, or
participation in a specially funded project which is clearly beyond the normal
duties for that individual. Department heads and deans are urged to provide
release time for these projects.
Normally no additional compensation
should be allowed for teaching courses above a faculty member's appropriate
teaching load.
If it becomes necessary for a faculty member to teach an
extra course, the following options are available:
- the extra course can be taken into account in a later semester with an
adjusted load, or
- funds may be allocated to the department to support the professional
development of the faculty members, or
- the course could be taught through Extended Studies.
When it is necessary to provide additional compensation to a faculty member
for a University-sponsored activity for which faculty release time cannot be
obtained, the compensation should be based on a proportion of an FTE at the
faculty member's salary rate. Determination of the necessity to provide extra
compensation will be negotiated with the faculty member's department head and
dean and is subject to the approval of the Provost and President. All such
negotiations must include the faculty member's department head and dean as well
as the concerned faculty member.
Renumbered, July 1, 2000.
1124.03 Salary Supplements
Faculty members may supplement their salary from funding sources other than
State-appropriated funds. A maximum salary supplement of 20% may be added
to the faculty member's monthly base salary if there is sufficient external
funding available, and the external sponsor (s) and the appropriate university
administrators approve it. Funds from external sources must be identified
in the direct costs of sponsored projects. Maximum allowable salary
amounts may be summarized as follows:
Faculty on AY appointments may receive additional compensation in either or
both of the following ways:
- Summer salary from all University-controlled
sources:
3/9ths of their next year's AY salary
- Salary
supplement:
20% of monthly base salary
Faculty on FY appointments may receive additional compensation only as a
salary supplement:
- Salary
supplement:
20% of monthly base salary
Note: Since the salary supplement is considered additional compensation
for extra work, a description of the extra work and the additional compensation
shall be maintained by the faculty member's department head or other primary
administrator.
Compensation from consulting includes any remuneration to faculty members
resulting from their work for or service to entities outside the Montana
University System. Faculty members and staff may engage in private consulting
and/or professional practice in compliance with this policy.
The amount of additional compensation from consulting is not subject to the
maximum allowable limits stated in 1124.00, or the 20% salary supplement
limitation described in 1124.03.
Revised, July 1, 2000.
1131.00 Board of Regents Policy
[MUS Policy 401.1, Revised November 18, 1999; Issued December 10,
1999]
BOARD POLICY:
1. RECOGNIZING THAT TEACHING, RESEARCH
AND PUBLIC SERVICE ARE THE PRIMARY RESPONSIBILITIES OF FACULTY MEMBERS IN THE
MONTANA UNIVERSITY SYSTEM, IT MAY BE REASONABLE AND FEASIBLE FOR FACULTY MEMBERS
TO ENGAGE IN CONSULTING ACTIVITIES.
2. EACH CAMPUS OF THE MONTANA UNIVERSITY
SYSTEM SHALL ADOPT RULES AND REGULATIONS GOVERNING CONSULTING ACTIVITIES CARRIED
ON BY FACULTY MEMBERS.
PROCEDURES:
1. EACH CAMPUS POLICY SHALL:
A. REQUIRE REIMBURSEMENT TO THE
INSTITUTION WHENEVER AN EMPLOYEE USES THE INSTITUTION'S PERSONNEL, FACILITIES
OR EQUIPMENT IN THE CONDUCT OF HIS OR HER CONSULTING ACTIVITIES. SUCH
REIMBURSEMENT MUST BE CONSISTENT WITH RATES CHARGED TO OUTSIDE GROUPS OR
PERSONS FOR SIMILAR USES;
B. INCLUDE GUIDELINES AND PROCEDURES TO
GOVERN CONSULTING ACTIVITIES WHICH INVOLVE THE PLACEMENT BY FACULTY MEMBERS OF
COMPETITIVE BIDS WHICH SHALL INCLUDE:
(1) PROCEDURES FOR OBTAINING THE
PRIOR APPROVAL OF THE ADMINISTRATION;
(2) PROVISIONS RELATING TO RATES OF
REIMBURSEMENT FOR INSTITUTIONAL FACILITIES AND EQUIPMENT AND FOR OTHER
INDIRECT COSTS BORNE BY THE INSTITUTION;
(3) PROVISIONS DEFINING APPROPRIATE
ARRANGEMENTS FOR THE USE OF UNIVERSITY PERSONNEL OR STUDENTS; AND
(4) PROVISIONS DEFINING AND
PROHIBITING CONFLICTS OF INTEREST.
2. RULES AND REGULATIONS ADOPTED BY EACH
CAMPUS OF THE MONTANA UNIVERSITY SYSTEM SHALL BE MADE AVAILABLE TO THE
COMMISSIONER OF HIGHER EDUCATION AND TO ALL FACULTY MEMBERS AT THE CAMPUS
CONCERNED BY PUBLICATION IN A FACULTY HANDBOOK OR BY OTHER MEANS.
3. ANNUALLY, BY OCTOBER 1, EACH CAMPUS
SHOULD PREPARE AN INVENTORY OF FACULTY CONSULTING ACTIVITIES, INCLUDING RELEVANT
DOCUMENTATION, DURING THE PRECEDING FISCAL YEAR.
DEFINITIONS:
FOR PURPOSES OF THIS POLICY, "CONSULTING"
IS DEFINED AS ANY ADDITIONAL ACTIVITY BEYOND DUTIES ASSIGNED BY THE INSTITUTION,
PROFESSIONAL IN NATURE AND BASED IN THE APPROPRIATE DISCIPLINE FOR WHICH THE
INDIVIDUAL RECEIVES ADDITIONAL PERSONAL COMPENSATION DURING THE CONTRACT
YEAR.
HISTORY: ITEM 223-002, SEPTEMBER 11, 1972
(SUPERSEDED); ITEM 2-015-R1073, OCTOBER 19, 1973 (SUPERSEDED); ITEM 2-015-R1073
(REVISED), SEPTEMBER 13, 1976, JULY 1, 1996, AND NOVEMBER 18, 1999
Updated, July 1, 2000.
1132.00 Montana State University-Bozeman Consulting
Policy
MSU-Bozeman faculty and staff may engage in private consulting activities
and/or professional practice in a manner consistent with the following policies
and procedures. All consulting assignments are also subject to the conflict of
interest policies. [See Section
440.]
Amended July 1, 1996.
1132.01 Notification
In all private consulting engagements, the faculty or staff member, using the
"notice to clients of faculty acting as private consultants" statement provided by the Office of the Vice President for Research and Creative
Activities, shall notify the client in writing that:
- A.
- the faculty or staff member is acting as a private consultant and not as
an employee of the University,
-
- B.
- the University is not a party to the contract nor responsible for the
performance thereof, and
-
- C.
- the University is not liable in any way for property of the client
utilized for test, observation, or otherwise in connection with the consulting
engagement, nor for consequent damages.
Amended July 1, 1996.
1132.02 Competitive Bids
Faculty and staff under contract to the university may submit competitive
bids as private consultants if:
- A.
- the project does not require substantial use of University resources;
-
- B.
- the project will not interfere with the assigned duties/time commitments
of the faculty or staff member;
-
- C.
- the project does not interfere with any contractual obligations of the
university; and
-
- D.
- the project will not create an actual or apparent conflict of interest.
Faculty and staff members under contract with the University who wish to
submit a bid in connection with his or her private consulting activities must
obtain approval from the department head/supervisor before submitting the
bid.
Amended July 1, 1996.
1132.03 Approval of Faculty and Staff
Consulting/Avoiding Conflicts of Interest
- A.
- In no case will consulting activities detract from the performance of the
faculty member's regularly assigned duties. Faculty consulting activities that
will result in more than a one-day absence from the faculty member's usual
work schedule or which will average more than one work day per week during the
employee's contract period must be approved in writing in advance by the
department head and college dean. Faculty members will use annual leave or
leave without pay for consulting activities that take them away from the
university or their university assignments for more than an average of one
work day per week during the contract period.
-
- B.
- Classified and professional employees who are engaged in outside
consulting for a fee must make advance arrangements for annual leave or leave
without pay for the time spent in providing consulting services during their
normal work schedule. See Section 970.20,
MSU Personnel Policy and Procedures Manual.
-
- C.
- Consulting activities which create an actual or apparent conflict of
interest with the faculty member's university duties must be disclosed in
writing to the department head and college dean. The faculty or staff member
may accept the consulting assignment only if the dean determines that adequate
safeguards are implemented to eliminate or appropriately reduce the effect of
the conflict of interest.
Revised July 1, 1999.
1132.04 Consulting by Academic Year/Part-time Employees
Employees on part-time or academic-year contracts, may engage in private
consulting activities or professional practice during the periods they are not
under contract to the university. Any use of University facilities, equipment or
personnel must conform to this policy. (See Section
1132.05.)
Amended July 1, 1996.
1132.05 Use of University Resources
- A.
- Employees may use personnel, facilities and equipment of the University in
consulting work if such use does not interfere with classes or other
University activities and the University is fully compensated for the full
costs of such use. Written approval of the department head is required and the
dean will be informed. An employee shall not make substantial and regular use
of university resources for his or her private business purposes.
-
- B.
- An employee acting as a consultant may not use University employees or
students in consulting assignments without the written approval of the
department head, who shall report such arrangements to the college dean. The
consultant's use of University employees may not conflict with the employee's
scheduled working hours and assignments. The faculty member is responsible for
the payment of any persons used in consulting assignments and compliance with
all state and federal employment laws.
-
- C.
- Any employee who uses university resources in private consulting work must
enter into a written "use agreement" with the University. This agreement shall
set forth the terms, conditions and full payment for the use of any University
resources, prior to use. A sample agreement may be found in the Facilities Use
Manual on MSUInfo.
-
- D.
- Employees acting as private consultants may not authorize other persons to
use university resources without the written permission of the dean and the
execution of an appropriate facility use agreement that provides for
appropriate insurance protection for the University.
Amended July 1, 1996.
1132.06 Use of University Name/Stationery Prohibited
No Montana State University stationery or forms may be used in connection
with private consulting work or professional practice. The employee shall use
his or her home or other off-campus address and telephone number on
correspondence and advertising. The name of the University shall not be used in
advertising or otherwise without the written consent of the President.
Amended July 1, 1996.
1132.07 Assignment or Granting of University Rights Prohibited
Faculty and staff members engaged in private consulting or professional
practice may not, assign, commit, contract away or otherwise affect University
rights, including rights to intellectual property, without the express written
consent of the Office of Vice President for Research. Private consulting
arrangements and commitments shall not bind, commit or attempt to affect the
rights of any University faculty, students or staff without their express
written permission, with copies given to the department head. Any attempt by
faculty to assign, commit, contract away or otherwise affect University rights
in violation of this policy shall be null and void. Faculty members performing
consulting services shall inform their consulting sponsors of this policy at or
prior to the time they enter into their consulting arrangements.
Amended July 1, 1996.
1132.08 Circumvention of Grants and Contracts Prohibited
Consulting arrangements with non-University sponsors may not be used to
circumvent University Grants and Contracts activities. Consulting assignments
which will require substantial use of University facilities, personnel, or other
resources, must be arranged through the Grants and Contracts Office unless that
office, upon being fully informed, determines that the assignment does not
constitute appropriate grants and contracts activity.
Amended July 1, 1996.
1132.09 Annual Reporting Required
All consulting assignments and professional activities shall be reported to
the department head annually. The department head will forward the report to the
Vice President for Research, Creativity and Technology Transfer.
Amended July 1, 1996.
1132.10 Consulting Activities in Faculty and Staff Reviews
Any department and/or college may adopt standards for faculty review that
consider favorably the consulting activities of a faculty member. Consulting
activities may be included in dossiers submitted for annual review, retention,
tenure and promotion if authorized by the department and/or college standards
and such activities were conducted in accordance with the requirements of this
section of the Faculty Handbook.
Amended July 1, 1996.
1133.00 Consulting During Vacation and Leave
Periods
The University encourages faculty members to take annual vacation for rest
and recuperation. However, compensated consulting activities conducted
during leave periods should conform to the policies described below.
Faculty members on academic-year contracts, may engage in private consulting
activities or professional practice during the periods they are not employed by
the university, but any use of University facilities, equipment or personnel
must conform to this policy.
1134.00 Consulting By Field Staff of the
Extension Service
Field staff of the Extension Service are subject to additional policies
regarding consulting (See Montana State University Extension Service Policy and
Procedures Manual 201.0-12 XVI).
1135.00 Professional Writing and Other
Creative Activities
Faculty and staff members of the University are encouraged to write for
scientific and technical periodicals, to write books in their professional
fields, and to engage in other creative professional activities as part of their
duties. Such scholarly writing will not be considered consulting and will
not be subject to this policy unless such activity interferes with the assigned
duties of the faculty member.
1140.00 University Sponsored Research Appointments
I. Background
The MSU Faculty Handbook Additional Compensation Policy located at:
http://www2.montana.edu/policy/faculty_handbook/fh1100.html#1100.00
defines the limits on additional compensation that can be earned by faculty
members. As permitted by the additional compensation policy, many faculty
members receive summer salary and salary supplements from externally funded
grants and contracts. The contracts and grants awarded to these faculty support
their research, enhance the reputation of the university, and generate research
funding for MSU through indirect cost recovery.
However, some benefits available to faculty with fiscal-year appointments are
not available to those with academic-year appointments and some fiscal year
faculty are not able to take advantage of the additional compensation policy in
the same manner as others even when they have sufficient external funding to
fund additional compensation.
Montana State University recognizes that, in selected cases, special salary
considerations are warranted for purposes of assuring the recruitment and
retention of the highest quality research faculty and the maintenance of a
competitive research program. The policies described herein provide a mechanism
to address this situation and to eliminate additional compensation processing
for research active faculty with sufficient external funding.
II. Purpose
This program described herein permits faculty members with sufficient
external funding to qualify, on an annual basis, for fiscal-year, 12-month
University Sponsored Research appointments that begin on July 1 and end on June
30 of the following year.
III. Eligibility
To be appointed as University Sponsored Research Faculty, a faculty member
must meet the following eligibility criteria:
1. Full-time tenurable faculty appointment at MSU.
2. Official notice, from one or more external funding sources, of grants,
contracts, or similar awards active
during the fiscal year for which the
appointment is requested.
3. Sufficient external Grants and Contracts funding to augment the
portion of the faculty member's current
academic or fiscal year base salary funded from state
appropriation by an additional 20% and if an AY
faculty
member, sufficient external funding to pay 3/9ths of summer salary, if
allowed by the sponsor.
4. Sufficient external funding to pay a proportionate share of all leave
and fringe benefits during the
appointment period. F&A funds may not be used to support
salary for a University Sponsored Research
appointment.
IV. Terms
A. Appointment
University Sponsored Research Appointments will be full-time fiscal-year
appointments beginning July 1 and ending June 30 of the succeeding calendar
year. Appointees will be subject to all policies and procedures affecting FY
faculty. Faculty are still responsible for carrying out all responsibilities
associated with the state support allocated to the position. Overall teaching
loads, , advising, research and service commitments, student supervision, and
all other faculty duties remain unchanged.
B. Salary
The salary of a University Sponsored Research appointee has two components.
The first component (A) is a tenurable faculty member's current state and/or AES
funded salary. The second component (B) is obtained from sponsored research
funding. Component B of the base salary relies on the faculty member's ability
to generate sufficient and consistent salary funding as direct costs charged to
eligible grants and contracts. Returned F&A funds may not be used to fund the B
component of the salary. The total FY base salary paid to the faculty member is
the sum of the A and B components.
MSU will not provide any funding to support or maintain the grant funded B
portion of an eligible faculty member's salary and benefits. University
Sponsored Research appointees will not be eligible for summer salary or salary
supplements under the MSU Additional Compensation policy. However, appointment
to a University Sponsored Research position does not affect outside consulting
limits nor MSU policy and rules regarding Intellectual Property generated by
faculty activities. All other provisions of the MSU Faculty Handbook continue to
apply.
C. Loss of External Funding/Termination
If external funding sufficient to cover the B portion of the salary becomes
unavailable at any time, the faculty member will revert to his/her title before
appointment and will receive only the state funded ("A") portion of the salary
rate effective as of the date the external funding becomes unavailable. Any
overpayment of salary will be recouped in accordance with the Overpayment Policy
[Section 980.00] of the MSU Personnel Policy and Procedures Manual.
A faculty member who selects this option is agreeing that his/her Board of
Regents contract may be modified at any time if there is insufficient external
funding available to fund the B component of the base salary.
Once a University Sponsored Research Appointment is terminated the faculty
member will return to his/her previous title and the State funded portion of his
or her salary will become the new base salary. Upon reversion all issues related
to the faculty member's employment, including leave and fringe benefits, will be
governed in accordance with MSU's policies and procedures pertaining to the
faculty member's then-current rank.
IV. Leave and Benefits
University Sponsored Research Appointees will have the same leave and
benefits as other FY faculty. Any salary increases in the state funded salary,
including merit, COLA, and equity increases, shall be determined solely on the
basis of the state funded portion of the faculty member's salary. Faculty on
University Sponsored Research Appointments are eligible for annual salary
increases under the same terms and conditions as all tenurable faculty. Salary
increases on the B portion of the salary must be funded from external sources.
Retirement contributions are based on total base salary regardless of the
funding mechanism. Therefore, retirement contributions will reflect the
University Sponsored Research base salary. The retirement contributions on the
state funded portion of the salary will be paid from state funded sources and
the retirements contributions on the portion of the salary paid from grant
funding will be paid from grant funding.
Upon termination of the University Sponsored Research Appointment, any annual
leave accrued on the state funded portion of salary is forfeited, and the
faculty member will be paid any accrued annual leave on the B component of the
salary upon conversion to AY.
VI. Appointment
Any eligible faculty member may be appointed as a University Sponsored
Research Professor at such time as he or she has sufficient grant funding for
the fiscal year salary. The appointee will continue in this position for as long
as he or she is eligible.
University Sponsored Research Faculty must inform the funding agency of any
re-budgeting that may be necessary before they are appointed. If the funding
agency is required to approve the re-budgeting before it can go into effect, the
appointee, through MSU's Grants and Contracts Office, will make the request for
approval to the appropriate agency personnel.
The University Sponsored Research Appointment form will be routed for
signature of the Department Head, Dean, Provost and VP for Research.
New Interim Policy July 1, 2004. Approved as a permanent
policy effective July 1, 2005.
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