Sent on Behalf of Associate Dean for Research, Sandy Chafouleas
Procedures for Salary Savings Return Due to Extramural Research Funding
Faculty members in the Neag School of Education are strongly encouraged to pursue extramural funding to support research endeavors, and to include academic year effort (9 month salary) within the budget to assist in balancing their activities across areas of teaching, research, and service.
As documented within the corresponding Policy on Faculty Effort Related to Teaching Load and
Extramurally-Funded Research, temporary reductions in typical teaching load may be warranted to allow faculty to dedicate sufficient effort to extramurally funded work.
This document serves to outline for procedures associated with distribution of academic year effort associated with extramural research funding (salary savings). It applies to faculty whose salary is paid on tuition funds (e.g. tenure-track).
[Note that the procedures described here address funds associated with academic year effort only, which are separate from the procedures outlined by the Office of the Vice-President for Research as related to the distribution of facilities and administrative cost (F&A) for research grants and contracts (see http://research.uconn.edu/funding/f-a-allocation/).]
Distribution of Salary Savings Return
The majority of the total academic year (AY) salary return through extramural funding is allocated to the Dean to support the research endeavors of the Neag School, including but not limited to, the adjunct faculty pool, research start-up packages, and internal funding activities. That said, there is acknowledgement of the opportunity to provide faculty incentive to engage in extramural activity involving AY effort. Thus, the following procedures explain the opportunity for faculty to obtain a portion of the salary savings return under various conditions.
As documented within the corresponding Policy on Faculty Effort Related to Teaching Load and
Extramurally-Funded Research, the minimal teaching load of one course (3 credits) per semester or an equivalent variation [e.g. two courses total per academic year] is expected for each faculty member paid on tuition funds. For those faculty that meet this criterion, the following options are offered for determining the faculty portion of the remaining available return:
- 20% for those who opt for a teaching “buy-out” (defined as .18 of the AY effort per course reduction), or for those who have less than .18 AY effort committed to extramural funding
- 40% for those who do not opt for a teaching reduction and have at least .18 AY effort committed to extramural funding
Under all circumstances, the Department portion of the return is set at 15% whereas the Dean and faculty portions vary based on decisions regarding teaching reductions. Proportional adjustments of the 20% or 40% (blended rate) will be made based on the total AY effort allocated across all extramural funding sources. For example, if a faculty member has .50 AY effort committed through extramural funding chooses to take one course “buy-out” across the academic year, then the faculty return is 20% on the .18 AY effort and then 40% on the remaining .32 AY effort. The following case illustrations further illustrate the process of determining the distribution of return:
AY (9 month) Condition Salary = 75K Grant effort = .18 Return = $13,500 | Course Release | Faculty Return | Department Return | Dean Return |
No Buyout | 40% $5,400 | 15% $2,025 | 45% $6,075 |
1 Buyout | 20% $2,700 | 15% $2,025 | 65% $8,775 |
2 Buyouts | Not eligible | Not eligible | Not eligible |
AY (9 month) Condition Salary = 100K Grant effort = .50 Return = $50,000 | Course Release | Faculty Return | Department Return | Dean Return |
No Buyout | 40% $20,000 | 15% $7,500 | 45% $22,500 |
1 Buyout | 20% on .18 40% on .32 $16,400 | 15% $7,500 | 65% on .18 45% on .32 $26,100 |
2 Buyouts | 20% on .36 40% on .14 $12,800 | 15% on .50 $7,500 | 65% on .36 45% on .14 |
AY (9 month) Condition Salary = 150K Grant effort = .10 Return = $15,000 | Course Release | Faculty Return | Department Return | Dean Return |
No Buyout | 20% $3,000 | 15% $2,250 | 65% $9,750 |
1 Buyout | Not eligible | Not eligible | Not eligible |
2 Buyouts | Not eligible | Not eligible | Not eligible |
An annual process for determining distribution of return for the current fiscal year will occur through verification with the faculty member, Department Head and Dean’s Office. This process will begin in September, with anticipation that the distribution will be completed at the mid-academic year with disbursement soon thereafter. Upon distribution, faculty will have up to two years to expend funds, after which time the remaining balance will revert back to the Dean’s Office.
Note. These procedures are effective 7/1/15 for all new grant proposal submissions, and will go into effect with regard to calculating distribution of return beginning 7/1/16 for all newly funded proposals. At that time, faculty with continuing projects are encouraged to consult with the Department Head and Dean’s Research Staff to determine best options for distribution (i.e. old or new procedures).
For more information, contact: Sandy Chafouleas at sandra.chafouleas@uconn.edu