UNIVERSITY OF WISCONSIN River Falls

Faculty and Academic Staff Handbook

23rd Edition, 2013 Version


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 § 16.417link 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 § 16.417link of the State of Wisconsin Statutes).

5.1.1.3 J-term Appointment
AP 43
(Also see 3.4.7.5)
[FS 12/13-153document]

Minimum class sizes will be eighteen (18) for undergraduate classes and ten (10) for graduate classes.  Compensation will be  $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, J-term 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 § 16.417link 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. 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.

Faculty salary calculation during J-term are based on student head counts in each course.  Determination of head count during this session will be at the end of the day (midnight) at 2/15ths of the session length, always rounded up to a whole day and not to be less than two days.

A day is defined as a "business work" day, or week day, not including weekends or holidays.  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
AP 43
(Also see 3.4.7.5

[FS 12/13-153document]

Minimum class sizes will be eighteen (18) for undergraduate classes and ten (10) for graduate classes. Compensation will be  $1,000–$1,500/credit for ad hoc faculty, at the dean’s discretion.

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 use the same salary model used for regular courses. 

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.

Faculty salary calculation during the summer term is based on student head counts in each course.  Determination of head counts during this session will be at the end of the day (midnight), at 2/15ths of the session length, always rounded up to a whole day and not to be less than two days.

A day is defined as a "business work" day, or week day, not including weekends or holidays.

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 06/07-99document], [FS 13/14-35document], [FS 13/14-36document]

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 registration period during the Summer. The stipend will be temporarily added to the chair's base salary.

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 during the academic year and Summer terms are determined.

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. Any additional required time on campus during the summer will be negotiated with the dean.

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

5.1.1.6 Compensation for Short Term Study Abroad Faculty

[FS 10/11-49document]

Faculty serving as leaders for short-term study abroad courses through Global Connections will be compensated at the maximum per credit pay-rate in effect for overloads at UWRF at the time of the completion of the study abroad or $1,500 per credit, whichever is higher.  Faculty leaders may be compensated up the maximum allowed per credit for overloads or $1,500 per credit, whichever is higher, subject to the course's generating sufficient revenue to cover tour expenses, tour reserve and faculty compensation.  In addition, faculty may receive up to one credit for course preparation and on credit for coordination of logistics for their study tour subject to the tour's generating sufficient revenue to cover these expenses.  Final compensation will be determined by the Director of International Educational Programs.

5.1.1.7 Campus Compensation Policy for Summer Session and Winter Session (J-Term)

[FS 10/11-22document]