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Faculty and Academic Staff Handbook
19th Edition, 2008
Chapter V: Compensation Procedures and Issues
5.1 Salary Policies - Procedures
5.1.1 Payroll
All faculty and academic staff with academic year appointments are paid on a nine-month
basis, October-June. Staff with twelve-month appointments receive twelve payments per
year. The payments are dated and distributed the first of each month. If the first of the
month falls on a weekend, the payments will be dated and distributed the preceding
Friday. Exception: Due to tax consequences the January 1 payment cannot be dated or
released prior to January 1.
5.1.1.1 Instructional Academic Staff
Instructional academic staff are paid on a per-credit basis.
5.1.1.2 Overload Limits for Faculty and Instructional Academic Staff
The use of overloads is intended to be a temporary measure and must not replace the
hiring of additional full time staff to address long-term staffing needs. The full time
contractual teaching obligation at UWRF is an average of 12 semester credits for faculty
(UWRF Faculty and Academic Staff Handbook, Chapter 8.1.1: Load) or an average of
15 semester credits for ad hoc and teaching academic staff. Any credits taught, partial or otherwise, above the contractual
obligation are to be considered an overload and must be compensated as such. Total
calendar year overloads taught by faculty and teaching academic staff are limited to the
maximum allowable dollar amount established by section 16.417 of the Wisconsin State
Statutes. Overloads in excess of six total credits taught during the academic year
(including J-term) are strongly discouraged, as faculty and staff have significant other
responsibilities in addition to teaching. Any overload exceeding a total of 6 credits per
academic year must be justified in writing by the department chair and reviewed and
agreed upon by the Dean and Provost. Copies of the signed justification shall be kept on
file in the Dean’s office. Faculty and/or instructional academic staff must be
appropriately compensated for any overload taught and may negotiate with their
respective Chair or Dean for a load adjustment in lieu of overload payment. The total
overload payment that may be paid to a full-time employee during the employment
period is $12,000 per state agency (section 16.417 of the State of Wisconsin Statutes).
5.1.1.3 J-Term Appointment
Minimum class sizes will be eighteen (18) for undergraduate classes and ten (10) for
graduate classes. Faculty who teach classes meeting this criterion will be compensated at:
$1,300/credit for all regular faculty, or $1,000–$1,500/credit for ad hoc faculty, at the
Dean’s discretion.
Courses taught during J-term are counted as part of the nine-month teaching load. If a
faculty or instructional academic staff member (IAS) carries a full academic year load, Jterm
credits are considered to be overload.
The total overload payment that may be paid to a full-time employee during the
employment period is $12,000 per state agency (section 16.417 of the State of Wisconsin
Statutes). Nine-month faculty and academic staff appointments are in pay status during
winter and spring session; this includes J-term. Summer employment does not apply to
the $12,000 cap.
College Deans will set appropriate maximum class size limits. Instructors of classes with
enrollments that do not meet minimums will be paid on a reduced scale proportional to
the actual level of enrollment below minimum. Generally, minimum class sizes will be
seven (7) for undergraduate classes and four (4) for graduate classes. Exceptions to these
minimums must be approved by the college Dean.
Compensation will be based on class enrollment after 1/6th of the class is complete.
Deans have responsibility for allocating Summer Session and J-Term budget funds to
meet the revenue targets by offering classes during Summer or during J-Term. This
allocation is not to be used for course offerings during the academic year.
Deans will be responsible for covering expenditures beyond the amount allocated to the
Colleges.
Outreach Program Revenue (PR) courses will not be offered in competition with General
Purpose Revenue (GPR) classes.
If a 12-month faculty or staff is generating student credit hours, it is expected that the
equivalent be charged to the college J-Term account.
5.1.1.4 Summer Session Appointment
Minimum class sizes will be eighteen (18) for undergraduate classes and ten (10) for
graduate classes. Faculty who teach classes meeting this criterion will be compensated
at: $1,300/credit for all regular faculty, or $1,000–$1,500/credit for ad hoc faculty, at the
Dean’s discretion.
The $1,300/credit for regular faculty will be constant at the following plateaus: 18-25 for
undergraduate classes, 10-15 for graduate classes. Above the plateau upper limit, the
salary would go up $72/enrollment/credit undergraduate and $130/enrollment/credit
graduate.
Instructors of classes with enrollments that do not meet minimums will be paid on a
reduced scale proportional to the actual level of enrollment below minimum. Generally,
minimum class sizes will be seven (7) for undergraduate classes and four (4) for graduate
classes. Exceptions to these minimums must be approved by the college Dean.
Compensation for undergraduate/graduate slash courses will be paid on the salary model
for the number of undergraduate students plus the salary model for the number of
graduate students.
The salary model for faculty supervising students one-on-one in a non-classroom context
will rise proportionally above the course minimum, i.e., a load of 20 students would pay
20/18. Examples of instructional appointments in this category include internships,
practicum, independent research and on-line classes.
College Deans will set appropriate maximum class size limits.
Compensation will be based on class enrollment after 1/6th of the class is complete.
The salary ceiling for regular faculty continues to be 2/9 of the academic year salary for
all summer appointments.
The upper limit for faculty summer instruction is 8 credits.
Deans have responsibility for allocating Summer Session and J Term budget funds to
meet the revenue targets by offering classes during Summer or during J-Term. This
allocation is not to be used for course offerings during the academic year.
Deans will be responsible for covering expenditures beyond the amount allocated to the
Colleges.
Outreach Program Revenue (PR) courses will not be offered in competition with General
Program Revenue (GPR) classes.
If a 12-month faculty or staff is generating student credit hours in the summer, it is
expected that the equivalent of $1,300/credit be charged to the college summer session
account.
5.1.1.5 Department Chairs Compensation Policy [FS 06/07 #99]
1) The reassignment and salary amounts for chairs will be based on the Redbook
budgeted number of unclassified full-time equivalent (FTE) positions
2) Chairs will retain the option to make their case for additional compensation
should they have significant duties in addition to those for a typical department
chair.
3) Chairs’ compensation will be indexed to the System biennial compensation plan
starting in the 09-11 biennium.
Chairs will be compensated in two ways:
1) Teaching loads during the academic year will be reassigned. The amount of the
reassignment will be determined by the size of the department a chair is
administering.
2) Chairs will receive a stipend, also determined by the size of the department they
are administering, which compensates them as chairs during the regular academic
year as well as the summer. The stipend will be temporarily added to the chair's
base salary. This stipend acknowledges responsibilities for summer registration
and advising.
The department, the potential chair, and the Dean jointly reach agreement on the duties
that the chair will assume and will assign to others. This agreement is made in the spring
before the chair assumes the position for the following summer and academic year. At
this time an estimation of the anticipated workload of the chair and corresponding
compensation is determined. Adjustments to the compensation will be made based upon
the pay plan.
Compensation is dependent on the exact duties of the specific chair. The chair is
normally responsible for major personnel issues and year-round responsibility for the
department. In recognition of this responsibility, the minimum salary compensation in
each category is suggested. Additional compensation may be made to the chair, to
someone assisting the chair, or to the unit in general, based on the assignment of duties.
Each academic year, the Deans are allocated a pool of money to be used for chair
compensation and for extraordinary administrative duties a department may encounter.
The funds allocated to the Deans are adjusted each year in accordance with the increase
in the pay plan.
5.1.1.5.1 Table I: Academic Year Course Reassignment for Chairs
FTE Faculty in Department |
Semester Course Reassignment
(3 unit courses) |
6 or fewer |
1 |
7-11 |
2 |
12 or more |
3 |
5.1.1.5.2 Table II: Academic Year Chair Stipend Beginning in 2007-2008
FTE Faculty in Department |
Academic Year Stipend |
6 or fewer |
2,000 |
7-11 |
3,000 |
12 or more |
4,000 |
5.1.1.5.3 Table III: Academic Year Chair Stipend Beginning in 2008-2009
FTE Faculty in Department |
Academic Year Stipend |
6 or fewer |
3,000 |
7-11 |
4,000 |
12 or more |
5,000 |
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