hand holding money

Sources of Additional Compensation

  • General additional compensation policy (APM - 660).
  • Summer Session teaching (APM - 661).
  • University Extension teaching (APM - 662).
  • UC Faculty Consultant Services (APM - 664).
  • Honoraria (APM - 666).
  • Extramurally funded research (APM - 667). (Also see "Additional Summer Compensation," below.)

Limitations:

Faculty with full-time academic year (nine month) appointments may not receive additional compensation from University sources for services directly related to their recognized duties during the academic year (from the beginning of the Fall Quarter, as established in the University calendar, through the end of the Spring Quarter).

Faculty with full-time fiscal year (twelve month) appointments may not receive additional compensation from University sources for services directly related to their recognized duties unless it is earned/paid during the vacation period.

UC San Diego Guidelines for Implementation:

Additional Faculty Consulting on University Projects Compensation

UCSD Supplement to APM-664

Policy

A UCSD faculty member is permitted, on occasion, to receive additional compensation for serving as a consultant on projects conducted under the auspices of the University if all of the following conditions are met:

  1. The faculty member is not regularly engaged on the project, and
  2. The contract or grant allows such compensation for consultants, and
  3. Necessary pre-approvals (as outlined below) have been obtained prior to the consulting activities.

Pre-Approval Requirements

  1. Federal grantor agency approval must be obtained in writing prior to any intra-university consulting activity involving federal funds.
  2. The Chancellor of the faculty member’s home campus must pre-approve the consulting arrangement.
  3. The Chancellor, Laboratory Director, or equivalent official of the host campus must pre-approve the negotiated consultant rate.

Compensation Limit

Faculty consultants are paid at a negotiated rate. The maximum amount per day which is permitted is the daily rate plus an additional 30 percent which may be paid in consideration of the fact that there are no benefits for such services.

  • Academic-year daily rate = faculty member’s regular annual divided by 171.
  • Fiscal-year daily rate = faculty member’s regular annual salary divided by 236.

Local Procedures

When UCSD is the faculty member’s home campus:

  1. Host campus submits a completed Temporary Intercampus Appointment (TIA) or One-Time Payment (OTP) form, whichever is appropriate.
  2. TIA/OTP form is sent to the cognizant Dean for review and approval.
  3. Dean signs the form and submits it to the UCSD Academic Compensation office.
  4. Academic Compensation verifies the daily rate, obtains the Senior Vice Chancellor’s endorsement, and routes the signature item to the Chancellor for final approval.
  5. Academic Compensation sends the approved TIA/OTP form to Payroll for payment issuance.

When UCSD is the host campus:

  1. Department determines need for a faculty consultant, identifies an appropriate faculty member, and contacts the faculty member’s home campus/department for pertinent information (title, rank, step, annual salary, appointment dates)
  2. Department verifies that the contract or grant allows compensation to faculty consultants and, If using a federal fund, department submits a request to the Federal grantor to obtain pre-approval of the consulting arrangement
  3. Department submits a completed TIA/OTP form to the cognizant Dean’s office.
  4. Dean signs the form and submits it to the UCSD Academic Compensation office.
  5. Academic Compensation reviews the TIA/OTP and then obtains the Chancellor’s approval of the consulting rate.
  6. Academic Compensation routes the approved TIA/OTP form to the home campus for final approval and payment.

Note: For faculty providing consulting services to Los Alamos National Security, LLC (LANS) and/or Lawrence Livermore National Security, LLC (LLNS), the ROS Compensation Rate Approval Form for UC Faculty Providing Services to LANS/LLNS must be completed.

Related Policies

APM – 600: Additional Compensation/General

APM – 110-4(14): Definition of faculty titles

APM – 380: Faculty Consultant

APM – 664: Additional Compensation/ Services as Faculty Consultant

 A printable version of this page is available for your convenience.

Additional Overload Teaching Compensation

Faculty may receive additional compensation for overload teaching in self-supporting programs.  Please refer to the guidelines below for complete details.

Overload Teaching Guidelines (pdf) (12/7/15)

Overload Teaching Request Form (pdf) (9/14)

Additional Summer Compensation

Faculty with academic year appointments may receive several types of additional compensation during the summer recess as outlined in section 600, Appendix 1, in the Academic Personnel Manual. They may receive compensation for extramurally funded research projects, summer session teaching, or by special agreement (i.e. as part of their recruitment package at the time of hire). The total amount of additional summer compensation must not exceed three ninths (including payments from Summer Session and University Extension) of a faculty member's normal annual salary. The summer compensation pay rate is based upon the faculty member’s salary effective 7/1 of the current year except for Summer Session appointments, which are based on the annual rate effective 6/30.

Special considerations

The summer service period is the day after the end of Spring quarter through day prior to the first day of Fall quarter as noted on the official Academic and Administrative Calendar. Using the standard summer service period dates, an academic year faculty member may, if funding is available, receive ½ ninth additional summer compensation in June, one ninth in July, one ninth in August and ½ ninth in September.

Due to the fact that some extramurally funded research projects are not made effective until July 1, a faculty member may choose to instead use the alternate pay period dates 7/1-9/30. In this scenario, the faculty member would receive one ninth each for July, August and September, provided funding is available.

Working Days

During the summer, 19 days represents full-time work for one month or a 1/9th payment. Below is the breakdown of days worked to 9ths earned:

  • 0.5 /9th= 9.5 days
  • 1/9th= 19 days
  • 1.5/9ths= 28.5 days
  • 2/9ths= 38 days
  • 2.5/9ths= 47.5 days
  • 3/9ths= 57 days

Retirement Contribution on Academic Appointee Summer Salary

Effective 7/01/2001, summer compensation that many academic appointees earn for teaching, research or administrative service has become eligible for contributions towards the Defined Contribution Plan Pretax Account. The eligibility criteria is that they have an academic year appointment; are active members of UCRP or a defined benefit plan to which UC contributes; and earn eligible summer salary as defined above.

The total contribution rate will be 7% of eligible summer salary, split 50/50 between the employer and the employee. Contribution will be made through pretax salary reduction.

Payments from University Extension are excluded.

A description of this program is included in APM 190, appendix G.

Summer Compensation During Leave Without Pay

An employee who is on an approved leave without pay for the Fall quarter, the pay period dates of which overlap the summer period (i.e. fall quarter leave without pay 7/1/0x-10/31/0x), may still receive additional summer compensation for that period. The departmental payroll representative must call the Payroll Office or the Academic Personnel Office to ensure correct payment of the summer compensation.

Faculty Recruitment Allowances

Faculty recruitment allowances assist newly recruited full-time faculty in meeting individual housing needs. Eligibility is limited to faculty who are members of the Academic Senate or who hold titles equivalent to such members. Faculty members who have been offered a faculty recruitment allowance may request payment once they are in escrow for the purchase of a home. A copy of the first page of the escrow agreement should be emailed as a PDF to Mary Baran, mbaran@ucsd.edu, prior to payroll processing.

Payment Procedures

If the individual is currently in the Payroll Personnel System the department must pay the Faculty recruitment allowance via the Personnel Payroll System. Get step-by-step online PPS implementation instructions.

If the individual receives payment prior to the appointment start date, then that payment must be issued through UCSD Payroll. Details of these new procedures are forthcoming.

Tax Implications

Faculty recruitment allowances are considered taxable income. Payments made via the Payroll Personnel System will be taxed at the applicable rates indicated by the appointee’s W-4 form if the payment is made on the monthly pay cycle (1st of the month).

If the payment is not made on the monthly pay cycle, the federal tax rate will be 25%, and the state tax rate will be 6.6%. The regular FICA tax rates will also apply.

Faculty recruitment allowances are not considered covered compensation for purposes of the University’s retirement or employee benefit plans.

The Faculty Administrator Program

The Academic Compensation office oversees the Faculty Administrator Program at UCSD.

Policy

Faculty Administrators have administrative duties in addition to, or in partial replacement of, their faculty responsibilities. The following Academic Personnel Manual policies apply to Faculty Administrators:

APM 240 - DeansApplicable to the deans of academic divisions and schools at UCSD.

APM 241 - Faculty Administrators (positions less than 100% time)

Applicable to department chairs, ORU/MRU directors, and select other titles at UCSD.

APM 246: Faculty Administrators (100% time)Applicable to associate vice chancellors, college provosts, directors of major initiatives (e.g., Calit2 and the Supercomputer Center), and certain other titles at UCSD.

Administrative service is expected to be recognized and rewarded, as appropriate, through the academic review process. Only significant administrative service is eligible for cash compensation (e.g., stipend and/or summer salary). No individual may be provided a stipend or summer salary for administrative service without prior approval of the Executive Vice Chancellor for Academic Affairs.

Please contact the Academic Compensation team for specific questions related to payroll and stipends.