2:048 Extra Compensation and Compensation for Services rendered during Summer Session,
Intersession, and Outside Active Contracts
|Austin Peay State
|Extra Compensation and Compensation for Services rendered during Summer Session, Intersession,
and Outside Active Contracts
|| April 18, 2017
||Provost and Vice President for Academic Affairs
It is the policy of Austin Peay State University to fairly compensate employees.
To accommodate student-success, APSU recognizes that faculty and staff (only when
providing teaching, research, or service) serve important roles outside of the typical fall and spring academic year and other
common contract-based models. This policy provides general provisions to fairly compensate
APSU employees serving in temporary capacities during summer, intersession, and other
arbitrary times outside of the typical fall and spring academic months. Also, APSU
recognizes circumstances may arise beyond reasonable control that requires additional
teaching and services to be rendered by APSU employees resulting in definable circumstances
of overload requiring extra compensation.
-Summer Session and Intersession (Winter Session)
-APSU Policy 2:046
-APSU Policy 2:049
- General Provisions
- Compensation for services provided during intersession, summer session and other times
outside the typical fall and spring academic period will be paid according to the
APSU employee’s rank, and credentials whenever these metrics are applicable.
- Extra compensation is to be used primarily for non-credit work, public service activities
of the institution, research or other professional services performed under sponsored
agreements, or - in extraordinary circumstances - for credit courses. Herein, each
instance of extra compensation must receive prior approval before any such activities
are to occur. Only the President or Provost, or their designee, may approve activities
that require extra compensation. It is APSU’s position that extra compensation to
be an extraordinary occurrence.
- Extra compensation is not intended for those regularly scheduled, recurring credit
or non-credit courses which should be planned and budgeted as a regular part of the
faculty teaching load.
- Full-time faculty or staff may be assigned to teach credit courses for extra compensation
only in extraordinary situations and on an exception basis to cover unexpected and
unplanned staffing vacancies or credit course offerings. Every effort should be made
to plan credit course offerings within the teaching load assignments of the regular
full-time or adjunct faculty. Instances requiring APSU employees to facilitate teaching
beyond full-time status, APSU will compensate services rendered equivalently to services
rendered by work-for-hire contracts (e.g., adjuncts contracts). This is described
below in C4.
- Exceptions to this policy may be granted by the appropriate division head for appropriate
and documented cause on a case by case basis. Exceptions must not exceed one semester
in duration. Exceptions to this policy which, by plan, will exceed one semester in
duration must be approved in advance by the APSU President or Provost.
- Advanced approval to pay extra compensation to eligible personnel must be obtained
by written request. All employees must obtain approval from their current supervisor
before accepting employment requiring extra compensation. After supervisory approval
has been obtained, the written request will be initiated by the employing office and
sent for approval through the appropriate Division Head to the Human Resources Office
and final approval by the Provost. Written requests should be submitted using the
Temporary Help Pay Authorization Form or the Request for Extra Compensation Form as
appropriate. Funding must be budgeted in the appropriate account to support the request.
Any department that wishes to employ a permanent clerical or support employee for
extra compensation must first coordinate with the Human Resources Office to determine
if overtime is applicable and the appropriate rate of pay.
- The below considerations govern the use of extra compensation.
- The services are performed in addition to the employee’s full-time workload and entirely
outside of his/her scheduled work hours or while on annual leave.
- Qualified adjunct faculty or other assigned personnel are not readily available to
perform the required work.
- The additional duties will not interfere with the performance of regularly assigned responsibilities and duties.
- Extra compensation for services rendered by an APSU employee to another state agency
or to another public institution of higher education, while within the scope of the
APSU employee’s assigned duties, will be paid by the contracting agency to APSU for
distribution to the APSU employee.
- Rates of Extra Compensation are subject to the following limits:
- Full-time faculty or staff may not receive extra compensation for more than two credit
courses per semester (6 Workload credits or less) (T.C.A. 49-5-410).
- Full-time faculty or staff on fiscal year contracts may not receive extra compensation
which exceeds 20% of his or her full fiscal year salary. Longevity pay is excluded
from the extra compensation limit.
- Full-time faculty or staff on academic year contracts may not receive extra compensation
which exceeds 20% of an equated fiscal year salary (125% of academic year salary).
Longevity pay is excluded from the extra compensation limit.
- In the rare circumstances necessitating full-time faculty to teach beyond their full-time
WLC, the following maximum rates per credit hour of instruction shall apply.
Rank Rate per Workload Credit Hour
Professor/Master Instructor (Level III) $700
Associate Professor/Senior Instructor (Level II) $650
Assistant Professor/ Instructor (Level I) $600
|Summer Session and Intersession (Winter
|APSU recognizes and considers summer session (this includes May session) and intersession
(a.k.a., Winter session) assignments of faculty as separate assignments from academic
year appointments and with no guarantee of occurring. Colleges and/or departments
shall provide means for assuring equity among faculty in summer course assignments,
such equity being subordinate to the curricular needs of APSU. Compensation for faculty
assignments during summer sessions and intersessions should be a factor of the regular
academic year salary which takes into account the nature and extent of the duties
and responsibilities involved in these separate appointments. To provide for such
appropriate levels of compensation for faculty service during summer sessions and
intersessions, APSU provides the below general categories. For summer session, should
a faculty member be in more than one category listed below, the sum of compensation
from all categories cannot exceed 33.3 percent of the academic year salary. For intersession,
a faculty member cannot exceed 4 workload credits without approval from the Provost.
Any exception to the compensation provisions indicated above will require approval
by the Provost.
- Category A:
Regular academic year faculty personnel who serve the institution as teaching faculty
during intersessions and summer sessions; tenure-track faculty who will not be returning
in the fall (this does not include tenure-track faculty who have not been renewed or denied tenure); retiring
faculty members who are either not requesting post-retirement or might request post-retirement
beginning in the spring semester of their first year of retirement; and full-time
(complete academic year) temporary faculty who have a high probability of teaching
for APSU another year.
Faculty in this category shall be compensated at the rate of 1/32 of their academic
year salary per semester hour of teaching load credit. The maximum summer and intersession
pay may not exceed 33.3 percent of the preceding academic year salary and may not
exceed 10.66 semester hours for the summer term. Any exceptions to the above must
be approved by the Provost.
- Category B:
Regular academic year faculty who serve under sponsored contracts for research and
other professional services between academic years.
Compensation for personnel in this category shall not exceed one-third of his/her
academic year salary. If the faculty member works on a part-time basis on a sponsored
contract project, the pay should be adjusted accordingly.
- Category C:
Division/Department Chairs, Directors, and Coordinators on an academic year appointment.
The level of compensation for these administrators should be commensurate with the
duties assigned following Policy 2:049 that covers Chairs, Directors, and Coordinators. For these assignments, the rate
of pay shall not exceed 25 percent of the preceding academic year salary.
- Category D:
Part-time faculty. The level of compensation for faculty in this category follow the
identifiable rank or merits of the faculty. It is the decision of the Division/Department
Chair and Dean to determine the merits of each faculty in this category.
Recommended compensation is as follows:
Rank Rate per Workload Credit Hour
Level III $700
Level II $650
Level I $600
APSU Policy 2:048 (previously 5:028) – Rev.: April 18, 2017
APSU Policy 2:048 – Rev.: June 7, 2006
APSU Policy 2:048 – Issued: November 24, 2003
President: signature on file