Summer Support for Tenured and Tenure-Track Faculty

Transcription

1 Summer Support for Tenured and Tenure-Track Faculty December 2012 In the following report, Hanover Research presents information on summer support for tenured and tenure-track faculty members in business schools, Arts & Sciences colleges, and universities at-large across a group of peer institutions. The information presented in this report was collected through both primary and secondary research.

2 TABLE OF CONTENTS Introduction and Key Findings... 4 INTRODUCTION... 4 KEY FINDINGS... 5 Section I: Comparison Institutions... 7 AMERICAN UNIVERSITY BABSON COLLEGE BOSTON COLLEGE BOSTON UNIVERSITY CASE WESTERN RESERVE UNIVERSITY COLLEGE OF THE HOLY CROSS COLLEGE OF WILLIAM AND MARY DEPAUL UNIVERSITY FAIRFIELD UNIVERSITY FORDHAM UNIVERSITY GEORGETOWN UNIVERSITY LOYOLA UNIVERSITY MARYLAND NEW YORK UNIVERSITY NORTHEASTERN UNIVERSITY PACE UNIVERSITY-NEW YORK PROVIDENCE COLLEGE QUINNIPIAC UNIVERSITY RENSSELAER POLYTECHNIC INSTITUTE SYRACUSE UNIVERSITY UNIVERSITY OF CONNECTICUT UNIVERSITY OF MAINE UNIVERSITY OF MASSACHUSETTS-AMHERST UNIVERSITY OF NEW HAMPSHIRE-DURHAM UNIVERSITY OF PENNSYLVANIA UNIVERSITY OF RHODE ISLAND UNIVERSITY OF SOUTH CAROLINA UNIVERSITY OF VERMONT Hanover Research Academy Administration Practice 2

3 VILLANOVA UNIVERSITY VIRGINIA POLYTECHNIC INSTITUTE (VIRGINIA TECH) WASHINGTON UNIVERSITY IN ST. LOUIS Appendix Hanover Research Academy Administration Practice 3

4 INTRODUCTION AND KEY FINDINGS INTRODUCTION In this report, Hanover Research presents information on summer support for tenured and tenure-track faculty members in business schools, Arts & Sciences colleges, and universities at-large within a group of peer institutions. The content presented in this report was collected through both primary and secondary research. Online surveys were distributed to representatives in the business school and Arts & Sciences college at 35 peer institutions. The institutions contacted for this report include: American University Babson College Boston College Boston University Bryant University Case Western Reserve University College of the Holy Cross College of William and Mary DePaul University Fairfield University Fordham University George Washington University Georgetown University Loyola University Maryland Merrimack College New York University Northeastern University Pace University-New York Providence College Quinnipiac University Rensselaer Polytechnic Institute Stonehill College Suffolk University Syracuse University University of Connecticut University of Maine University of Massachusetts-Amherst University of New Hampshire-Durham University of Pennsylvania University of Rhode Island University of South Carolina University of Vermont Villanova University Virginia Polytechnic Institute Washington University in St. Louis The information provided in this report, then, utilizes survey responses as well as information available on university websites. No substantial information was available for peer institutions that are not listed in this report Hanover Research Academy Administration Practice 4

5 KEY FINDINGS At business schools, each of the ten respondent institutions provides the opportunity for summer salary support for newly hired tenure-track faculty members. Alternatively, only nine of the twelve respondent institutions provide this support for faculty members in Arts & Sciences colleges. The guaranteed length of this support varies within business schools and ranges from a minimum of one to two years to a maximum of five or more years. The longest guaranteed support among the Arts & Sciences college respondents is three to four years, which was only present at one institution (Syracuse University). A clear majority of the business schools (eight of the ten respondents) have a standard option of offering summer salary support to new faculty members. This policy varies more at Arts & Sciences colleges where, of the nine institutions that offer this option, three have a standard offering while six of the institutions allow faculty members the opportunity to negotiate for this type of award. The amount of a award can vary, where applicable. In business schools, the most commonly awarded summer salary support amounts to two-ninths of the faculty member s academic year salary. However, this ranged from three to five percent to a high of 22 percent. None of the business school respondents indicated that a fixed amount is offered to faculty, nor did any report that the amount of this award is negotiable. Among Arts & Science colleges, there is less consistency in the awards offered. The reported Arts & Science college awards include: one-ninth of the academic year salary; 7.5 percent; ten percent; a fixed amount of $5,000; or a amount. Half (six) of the respondent Arts & Sciences colleges noted that faculty members can negotiate for individual research accounts upon being hired. No trends emerged among the business school respondents. According to the survey results, the standard teaching load at business schools and Arts & Sciences colleges does not vary considerably, as the average required teaching load for newly hired faculty at respondent Arts & Sciences colleges is 2.2 courses per semester, versus 2.4 courses per semester at respondent business schools. However, the respective ranges vary with business schools spanning two to four courses a semester while Arts & Sciences colleges span from one to three courses per semester. While eight of the ten institutions reported that faculty members at business schools are able to apply for contractual summer support, this option is available to faculty members in the Arts & Sciences colleges at ten of the twelve respondent institutions. Applications for summer research support are evaluated based on merit at both business schools and Arts & Sciences colleges; however, business schools are more likely to consider previous publications and the likelihood of publications resulting from the given summer research as criteria in the decision making process Hanover Research Academy Administration Practice 5

6 Among institution-wide policies, support is given to faculty members for two primary reasons: to enhance the faculty members' opportunities to receive external funding in the future and to produce work that can be published Hanover Research Academy Administration Practice 6

7 SECTION I: COMPARISON INSTITUTIONS This section presents information on summer salary support for tenured and tenure-track faculty members at peer institutions. When available, information is provided that applies specifically to business schools or colleges of Arts & Science as well as institution-wide. This section begins with two figures that present the findings from the online survey followed by profiles of each institution. The profiles draw upon information from the online surveys as well as institutional websites. Figures 1.1 and 1.2 below provide information from selected institutions on summer salary support. The first figure presents information on business school faculty summer salary support. The second figure presents information pertaining to Arts & Sciences colleges. A number of findings can be drawn from the information presented below. First, while each of the ten respondent institutions provides the opportunity of summer salary support for business school faculty, only nine of the twelve respondent institutions provide the opportunity of summer salary support for Arts & Sciences faculty. The guaranteed length of this support varies within business schools and ranges from a low of one to two years to a high of five or more years. Eight of the respondent Arts & Sciences colleges offer one to two years of summer salary support to newly hired tenure-track faculty, while the longest guaranteed support at Arts & Sciences colleges is three to four years (Syracuse University). A clear majority of the business schools (eight of ten respondents) have a standard option of offering summer salary support to new faculty members. Of the nine institutions that offer this option to Arts & Sciences faculty, three do so as standard practice while six of the institutions allow faculty members the opportunity to negotiate for this award. The results of summer salary support for newly hired tenure-track faculty differ between institutions from a fixed amount to a variable amount. That is, while the amount awarded to faculty who negotiate this option at some institutions is consistent, it varies at other institutions. Where successful negotiations take place, consistent awards are made in the business schools at Boston College and Fordham University and the Arts & Sciences colleges of Quinnipiac University, Syracuse University, and Virginia Tech. However, at Fairfield University, Fordham University, and the University of Maine, the amount of the support awarded to faculty can vary based on the negotiations that transpire. Among business school respondents, the most commonly awarded summer salary support is two-ninths of the faculty member s academic year salary; however, this ranges from three to five percent to a high of 22 percent. Two business school respondents indicated that a fixed amount is offered, while none reported that the amount of the award is negotiable. Among Arts & Science colleges, there is less consistency in the awards offered. These awards include one-ninth of the academic year salary; 7.5 percent; ten percent; a fixed amount of $5,000; or simply a amount Hanover Research Academy Administration Practice 7

8 The practice of offering individual research accounts upon hiring varies within institutions. There was near equal distribution among the ten business schools that responded, as four schools consistently offer this support, three schools do not offer this support, and three schools allow faculty members to negotiate for this type of support. This distribution differs slightly, though, among respondent Arts & Sciences colleges as four colleges consistently offer this support, two colleges do not offer this support, and six colleges offer faculty members the opportunity to negotiate for this support. While eight of the ten institutions report that faculty members at business schools can apply for contractual summer support, this option is available to faculty members in the Arts & Sciences colleges at ten of the twelve institutions. Applications for summer research support are evaluated on merit at both business schools and Arts & Sciences colleges; however, previous publications and the likelihood of publications resulting from the proposed summer research seem to be more influential in determining summer salary support at business schools. The standard teaching load at business schools and Arts & Sciences colleges does not vary considerably, as the average required teaching load for newly hired faculty at Arts & Sciences colleges is 2.2 courses per semester and is 2.4 courses per semester at business schools. However, the range among the respondents differs as the range for business schools spans from two courses to four courses a semester, while the range at Arts & Sciences colleges is from one to three courses per semester. Intra-institution comparisons can be made for Fordham University, Rensselaer Polytechnic Institute and Quinnipiac University because these institutions responded to both surveys (business schools; Arts & Sciences colleges). Figure A.1 in the appendix details the responses of these institutions side-by-side. The practices of the business school and the Arts & Sciences college at these institutions show some notable differences. For example, at Fordham University, while summer salary support can be for faculty members at both colleges, the amount received through negotiations is a consistent percentage (twoninths of the academic year salary) at the business school while the award received is negotiable at the Arts & Sciences college. At Quinnipiac University, the practice of awarding summer salary support to newly hired tenure-track faculty significantly varies as this practice is standard at the business school (with faculty members receiving three to five percent of their academic year salary for one to two years), while at the Arts & Sciences college this award is for each faculty member (though a fixed amount of $5,000 is awarded if the support is successfully ). The practice of offering individual research accounts during the hiring process also differs between schools at two of these institutions. For example, at Fordham s business school, faculty members are not offered this opportunity, while faculty members at the Arts & Sciences college can negotiate for this award. With regard to the number of required courses for newly hired tenure-track faculty members, Fordham University and Quinnipiac University have consistent policies between schools (two and three courses a semester, respectively). However, business school faculty at Rensselaer Polytechnic Institute must teach three courses a semester while Arts & Sciences faculty are only required to teach one course a semester Hanover Research Academy Administration Practice 8

9 Figure 1.1: Summer Support at Business Schools at Selected Peer Institutions Level of summer salary support offered to newly hired tenure-track faculty Number of guaranteed years of summer salary support Is this support individually or standard among all new faculty? Do tenure-track faculty receive individual research accounts upon being hired? Are faculty without contractual summer salary support able to apply for summer support from the university? Is this funding available for tenured faculty, tenure-track faculty, or both? Describe the process for applying for this summer support and the criteria used Is the amount of summer support awarded a fixed amount, or is it a percentage of the faculty member's base academic year (9-month) salary? Are there other kinds of summer salary support available for tenured and tenure-track faculty? What is the standard teaching load for new hires during the school year? AMERICAN UNIVERSITY BOSTON COLLEGE BOSTON UNIVERSITY FORDHAM UNIVERSITY NORTHEASTERN UNIVERSITY A fixed amount 2/9 of salary 2/9 of salary 2/9 of salary 1/9 of salary per summer month 3-4 years 5 or more years 3-4 years 3-4 years 5 or more years Standard Individually Standard Individually Standard Sometimes, as Sometimes, as Yes No No Yes Yes Yes Yes Yes Both Both -- Both Tenured faculty only Apply at the school- or university-level. Criteria include past productivity, assessment of proposed research, and likelihood of extramural funding. The proposal is ranked by the department chair and Dean before being reviewed by a committee. Criterion is the likelihood of publication. Merit based A proposal is reviewed by a committee A proposal is evaluated on the criteria of the quality of the proposed research and the likelihood of publication. Fixed amount Fixed amount 1/9 or 2/9 of salary 1/9 of salary Fixed amount -- Grants Support for administrative work such as Faculty Program Director Graduate assistant support Teaching one course 2 courses 2 courses -- 2 courses 2 courses 2012 Hanover Research Academy Administration Practice 9

10 Level of summer salary support offered to newly hired tenure-track faculty Number of guaranteed years of summer salary support Is this support individually or standard among all new faculty? Do tenure-track faculty receive individual research accounts upon being hired? Are faculty without contractual summer salary support able to apply for summer support from the university? Is this funding available for tenured faculty, tenure-track faculty, or both? Describe the process for applying for this summer support and the criteria used Is the amount of summer support awarded a fixed amount, or is it a percentage of the faculty member's base academic year (9-month) salary? Are there other kinds of summer salary support available for tenured and tenure-track faculty? What is the standard teaching load for new hires during the school year? Figure 1.1: Summer Support at Business Schools at Selected Peer Institutions (Cont'd) QUINNIPIAC UNIVERSITY RENSSELAER POLYTECHNIC INSTITUTE UNIVERSITY OF NEW HAMPSHIRE UNIVERSITY OF RHODE ISLAND UNIVERSITY OF SOUTH CAROLINA 3-5% of salary 2/9 of salary 15% of salary $7,000 22% of salary 1-2 years 3-4 years 1-2 years 2 years 3-4 years Standard Standard Standard Standard Standard Sometimes, as Yes Yes No Yes Yes No Yes No Yes Both -- Tenure-track faculty only -- Yes Applications are submitted in April. The criteria include quality of the grant, likelihood of publication, and outcomes of prior summer research grants. Fixed amount -- Summer teaching, course development grants, and travel grants Source: University representatives through an online survey -- A proposal is evaluated on the criteria of past success, likelihood of future success, and project quality. Variable percentage based on the project -- Criteria include past publications. -- 7/22 of salary Teaching off-load courses University grants -- Teaching 3 courses 3 courses 2 courses 2 courses 4 courses 2012 Hanover Research Academy Administration Practice 10

11 Figure 1.2: Summer Support at Arts & Sciences Colleges at Selected Peer Institutions Level of summer salary support offered Number of guaranteed years of summer salary support Is this support individually or standard among all new faculty? Do tenure-track faculty receive individual research accounts upon being hired? Are faculty without contractual summer salary support able to apply for summer support from the university? Is this funding available for tenured faculty, tenure-track faculty, or both? Describe the process for applying for this summer support and the criteria used Is the amount of summer support awarded a fixed amount, or is it a percentage of the faculty member's base academic year (9-month) salary? Are there other kinds of summer salary support available for tenured and tenure-track faculty? What is the standard teaching load for new hires during the school year? COLLEGE OF THE HOLY CROSS None FAIRFIELD UNIVERSITY Variable percentage based on the discipline and start-up package FORDHAM UNIVERSITY A percentage LOYOLA UNIVERSITY MARYLAND QUINNIPIAC UNIVERSITY None $5,000 RENSSELAER POLYTECHNIC INSTITUTE A percentage of salary for eight weeks years 1-2 years years 1-2 years -- Yes Individually No Individually Sometimes, as -- Sometimes, as Individually Sometimes, as Standard Sometimes, as Yes Yes Yes Yes Yes Yes Both Yes Yes -- Yes Yes A proposal is submitted to a faculty committee and reviewed based on merit. An application reviewed by a faculty committee. Criteria include a clear research plan, clearly articulated outcomes, and availability of funding. A request to the Department Chair is evaluated based on external benchmarking Fixed amount Fixed amount 1/9 of salary Grants for teaching related projects and curriculum development. Grants officers help to identify external grants Summer research grants -- A percentage of base salary Teaching courses (8% of salary) and summer research grants ($4000) Application is ranked by a Research Committee Summer support is usually for teaching but may also be for new research opportunities $5,000 Fixed amount Research consumables as needed 3 courses 3 courses 2 courses 3 courses 3 courses Administrative work 1 course per semester 2012 Hanover Research Academy Administration Practice 11

12 Figure 1.2: Summer Support at Arts & Sciences Colleges at Selected Peer Institutions (Cont d) SYRACUSE UNIVERSITY UNIVERSITY OF MAINE UNIVERSITY OF MASSACHUSETTS AMHERST Level of summer salary support offered 1/9 of salary Individually None Number of guaranteed years of summer salary support Is this support individually or standard among all new faculty? Do tenure-track faculty receive individual research accounts upon being hired? Are faculty without contractual summer salary support able to apply for summer support from the university? Is this funding available for tenured faculty, tenure-track faculty, or both? Describe the process for applying for this summer support and the criteria used Is the amount of summer support awarded a fixed amount, or is it a percentage of the faculty member's base academic year (9-month) salary? Are there other kinds of summer salary support available for tenured and tenure-track faculty? UNIVERSITY OF VERMONT 1/9 of salary per summer month VILLANOVA UNIVERSITY VIRGINIA TECH 7.5 % 10% of salary 3-4 years Individually years 1-2 years 1-2 years Individually Yes Individually -- Standard Standard No Sometimes, as Yes Sometimes, as Individually No Yes No Yes Yes Yes -- Yes -- Yes -- An annual RFP for summer research. Ten faculty members are selected from this campus-wide competition. Criteria include the quality of the proposal, that the faculty member hasn t received the grant in the past three years, and a preference for pretenure faculty Tenure-track faculty only Applications are reviewed by the Office of Research and the Institute for Teaching -- Fixed amount Fixed amount -- Administrative Stipends Tenure-track faculty can apply for a research fellowship of up to $25,000, a portion of which can be used for summer salary. Four fellowships per year are awarded campus-wide. -- Teaching Teaching Internal grants What is the standard teaching load for 1 course -- 2 courses 2 courses 2 courses 2 courses new hires during the school year? Source: University representatives through an online survey Yes Yes Hanover Research Academy Administration Practice 12

13 AMERICAN UNIVERSITY BUSINESS SCHOOL All newly hired tenure-track faculty members are offered a standard fixed amount in summer salary support for three to four years. In addition, faculty members during the hiring process may negotiate individual research accounts. Both tenured and tenure-track faculty members without contractual summer support may apply for funds to support summer research. Faculty members may apply for support at both the school and university level and are examined based on criteria such as the quality of the grant, the likelihood of producing a peer-reviewed article as a result of the research, and outcomes of previous research. The amount awarded is a fixed amount, rather than a percentage of the faculty member s base academic year salary. 1 The standard teaching load for newly hired faculty members is two courses per semester. 2 Research support grants are available to support faculty research, scholarship, and professional activities. The major goal of providing this funding is to make faculty more competitive for extramural funding and fellowships. 3 Research support grant funds can be used for summer salary support, granted at a rate equivalent to one course at the summer rate, i.e., one-twelfth of regular base salary, not to exceed $7,000. Individuals who apply research support grant funds toward summer salary support may not teach over the summer. 4 BABSON COLLEGE The Babson Faculty Research Fund provides course releases, summer stipends, and funds for research expenses on a competitive, peer-reviewed basis. Awards are only available to tenured and tenure-track faculty and aim to support research that will result in publication. 5 BOSTON COLLEGE BUSINESS SCHOOL Newly hired tenure-track faculty members are offered summer salary support for five or more years. Individually, the most common amount of support is two ninths of the fulltime salary. In addition to this summer salary support by newly hired tenure- 1 Respondent from American University. Online Survey. 2 Ibid. 3 Faculty Research Support Awards. American University. P Faculty Research Support Grants. American University. P Babson Faculty Research Fund Proposal Process. Babson College Hanover Research Academy Administration Practice 13

14 track faculty members, faculty members during the hiring process may also negotiate individual research accounts. Both tenured and tenure-track faculty members without contractual summer support may apply for funds to support summer research. The submitted proposal is first ranked by the department chair and Dean; following this, the proposals are reviewed by a committee. The guiding criteria for ranking proposals is the likelihood of producing a peer-reviewed article as a result of the research. The amount awarded is a fixed amount, rather than a percentage of the faculty member s base academic year salary. 6 The standard teaching load for newly hired faculty members is two courses per semester. 7 Faculty members are also able to apply for grants to support summer research. Several competitive summer research grants are available through Boston College centers and institutes, including the Center for Human Rights and International Justice 8 and the Clough Center for the Study of Constitutional Democracy. 9 Additionally, the Provost s office offers at least 16 Research Incentive Grants each year, each worth up to $15,000 including one month s summer salary. Nine are to be awarded to untenured junior faculty in order to support their career development. Otherwise all regular full-time tenure track faculty are eligible for the grants. Projects must begin at the start of the summer session, but are not required to end by the start of the fall semester; projects must conclude by the end of the following academic year. 10 The following criteria are used to judge each grant application. Priority is given to proposals that will: Assist younger faculty members to launch their research careers; Assist more senior faculty members to redirect their research careers or make significant progress on an important project; Likely produce significant results; Likely result in publication; Assist in bringing an existing project of importance to a successful conclusion; Relate to preliminary investigations that have potential for later obtaining outside support. The standard teaching load for newly hired faculty members is two courses per semester Respondent from Boston College. Online Survey. 7 Ibid Summer Research Grants. Boston College. 9 Financial Support for BC Faculty and Students. Boston College RIG Guidelines and Deadlines. Boston College Respondent from Boston College. Op. cit Hanover Research Academy Administration Practice 14

15 BOSTON UNIVERSITY BUSINESS SCHOOL All newly hired tenure-track faculty members are typically guaranteed summer salary support for three to four years and are compensated at two-ninths of their salary. In addition, all newly hired tenure-track faculty members receive individual research accounts. Faculty members without contractual summer support may apply for funds to support summer research. The guiding criteria for evaluating applications is the merit of the application. In the future, however, Boston University hopes to offer support to faculty members wishing to strengthen their research performance. The amount awarded may be one-ninth or two-ninths of the faculty member s base academic year salary. In addition to this support, faculty members may also receive salary support for administrative duties such as serving as a faculty program director. 12 UNIVERSITY- WIDE All 9-month academic faculty are eligible to receive an additional two months of compensation during summer months, calculated at two-ninths of the faculty member s academic salary. 13 In certain circumstances, faculty may apply to receive three months summer salary support under a sponsored project. Criteria for acceptance of a three-month support proposal are as follows: Sponsor policies and individual award terms allow charging three months salary during the summer period The faculty member certifies that he/she will devote 100 percent of his or her effort during the summer period to sponsored projects The faculty member obtains approval to this level of effort from the appropriate Department Chair, Dean, and Associate Provost CASE WESTERN RESERVE UNIVERSITY An annual salary equity study undertaken by the Provost s Office surveys all full-time active faculty and publishes average 9-month salaries by rank, gender, and college/division. The survey also gathers data on summer salaries by college, with the exception of those colleges which hire faculty on a 12-month contract (e.g., the School of Dentistry and the School of Medicine). The following table summarizes the findings for the schools of Arts and Sciences and Management in the academic years and : Respondent from Boston University. Online survey. 13 Summer Effort and Summer Salary for Faculty with 9-Month Academic Appointments. Boston University Salary Equity Study. Case Western Reserve University P and Gender and Salary Study P Hanover Research Academy Administration Practice 15

16 Figure 1.3: Summer Salaries Received by Faculty in Select Schools SCHOOL % RECEIVING MEAN STANDARD DEV. AY09 AY12 AY09 AY12 AY09 AY12 Arts and Sciences Men 22% 21% $9,928 $7,688 $5,927 $4,669 Women 19% 25% $8,985 $9,091 $4,214 $7,004 Management Men 63% 28% $18,675 $20,775 $12,078 $8,136 Women 60% 53% $29,238 $29,104 $5,749 $4,973 A sample document for new faculty in the College of Arts and Sciences provides the following note on summer salary: 15 Commitment to provide summer salary for a period is always a backstop commitment, contingent upon robust good-faith efforts of the faculty member, as judged by the dean, to secure that salary from extramural sources for each period. In some cases, to the extent the candidate is successful in securing external funding for that period, the commitment is considered fulfilled and the college-provided start-up funds may not be provided. COLLEGE OF THE HOLY CROSS Newly hired tenure-track faculty members are not offered summer salary support. However, these faculty members are awarded individual research accounts upon being hired. Both tenured and tenure-track faculty members without contractual summer support may apply for funds to support summer research. Proposals are submitted to a faculty committee, which awards support based on the merit of the proposal. Non-tenured faculty members are given priority in this evaluation process. The amount awarded is a fixed amount. In addition to these funds, support for teaching-related projects and curriculum development are provided by the school and the department, respectively. 16 The standard teaching load for newly hired faculty members is three courses per semester. 17 Faculty may not request more than 100 percent of their contracted salary rate during the academic year. Total effort, then, should also not exceed 100 percent of a typical academic year. Funding sources vary on the amount that can be requested but generally the maximum is 2/9 or 3/9 of the academic year salary New Faculty Startup Checklist. Case Western Reserve University. P Respondent from College of the Holy Cross. Online survey. 17 Ibid. 18 Budget. College of the Holy Cross Hanover Research Academy Administration Practice 16

17 COLLEGE OF WILLIAM AND MARY Faculty who demonstrate a history of commitment to summer research projects and academic pursuits may be eligible to convert their 9-month contract to a 12-month agreement. In recognition of faculty members year-round commitments, faculty with a consistent history of sponsored project income will be allowed this opportunity. The faculty member must have generated 3 consecutive years of funding 3/9ths of their academic year salary during the summer from externally sponsored grants and contracts. New faculty are eligible for the contract transfer if their prior institution certifies that they have a history of sponsored research projects. The contract type must be requested annually. 19 DEPAUL UNIVERSITY Faculty who are involved with grant projects or other sponsored research during the summer months are to calculate their summer salary as 10 percent of their annual salary, for each month up to two months. The average fringe benefit rate for full-time faculty and staff is 34.5 percent, while for summer faculty the rate is 7.65 percent. 20 FAIRFIELD UNIVERSITY Newly hired tenure-track faculty members may negotiate summer salary support that is a percentage of their full-time salary. The determination of the amount of this award is based on discipline, and may range from support that provides for conference travel to the ability to hire student research assistants. This support is typically guaranteed for one to two years. Faculty members during the hiring process do not receive individual research accounts. Both tenured and tenure-track faculty members without contractual summer support may apply for funds to support summer research. The application, which includes a proposal and the faculty member s CV, is reviewed by an elected faculty committee. This review is based on criteria such as the demonstration of a clear research plan related to programmatic research, clearly articulated outcomes such as a publishable manuscript or peer reviewed exhibit, and the availability of funding. A fixed amount is awarded. 21 The standard teaching load for newly hired faculty members is three courses per semester. 22 Faculty are allowed to budget their summer salary under sponsored research projects as 2/9ths of their academic year salary Policy on Research-Funded Conversion to a 12-Month Faculty Contract. College of William and Mary bak.pdf 20 Budget Guidelines. DePaul University Respondent from Fairfield University. Online survey. 22 Ibid Hanover Research Academy Administration Practice 17

18 FORDHAM UNIVERSITY Newly hired tenure-track faculty members are able to negotiate summer salary support which is typically guaranteed for one to two years. In addition, faculty members during the hiring process may negotiate individual research accounts. Both tenured and tenure-track faculty members without contractual summer support may apply for funds to support summer research. Upon submitting a request to the Department Chair, the request is evaluated based on external benchmarking. The amount awarded is one-ninth of the faculty member s base academic year salary. Faculty members are also able to apply for summer research grants. 24 The standard teaching load for newly hired faculty members is two courses per semester. 25 BUSINESS SCHOOL Newly hired tenure-track faculty members are able to negotiate a summer salary support of two-ninths of their fulltime salary. This support is typically guaranteed for three to four years. Faculty members, however, are not able to negotiate individual research accounts during the hiring process. Both tenured and tenure-track faculty members without contractual summer support may apply for funds to support summer research. Grant proposals are reviewed by a committee. The amount awarded is one-ninth of the faculty member s base academic year salary. Faculty members are also able to apply for summer graduate assistant support. 26 The standard teaching load for newly hired faculty members is two courses per semester. 27 Fordham University stipulates that its faculty members may request up to three months summer salary from sponsored project income. This is not inclusive of vacation time. 28 Some teaching appointments are available to faculty who wish to teach through the summer. Priority is given to full-time faculty in awarding summer courses. Summer session salaries are 1/36 th of a faculty member s salary per credit hour for the course taught, with the following salary caps: 29 For professors, the salary cap is the average salary of professors for the current academic year minus 10 percent. 23 General Budget/Cost-Share. Fairfield University. faculty.fairfield.edu/mediacenter/grants/xls/general_budget.xls 24 Respondent from Fordham University. Online survey. 25 Ibid. 26 Respondent from Fordham University. Online survey. 27 Ibid. 28 Faculty Research Manual. Fordham University. October 27, P pdf 29 Faculty Salary and Benefits. Fordham University. P Hanover Research Academy Administration Practice 18

19 For associate professors, the salary cap is the average salary of associate professors for the current academic year minus 5 percent. For assistant professors, the salary cap is the average salary of assistant professors for the current academic year minus 0.5 percent. GEORGETOWN UNIVERSITY Faculty on an academic-year appointment may receive summer salary via grants and sponsored programs. Faculty may request up to 1/9 th of their regular base salary per month, typically not to exceed two months, and in no case more than three months. Faculty may not receive additional compensation concurrently to receiving a salary from a sponsored project. 30 LOYOLA UNIVERSITY MARYLAND Newly hired tenure-track faculty members are not offered guaranteed summer salary support. Instead, faculty members during the hiring process may negotiate individual research accounts. In addition, faculty members without contractual summer support may apply for funds to support summer research. Opportunities for all faculty members for summer research support include applying for $4,000 summer research grants or teaching courses, for which faculty members are compensated eight percent of their salary. 31 The standard teaching load for newly hired faculty members is three courses per semester. 32 New policies and goals put into place in state that Loyola University will strive to increase summer school salaries, taking into account market conditions, which will result in an increase in compensation for a 3-credit course. Compensation will raise from 8 percent of a faculty member s annual salary to 10 percent, but not to exceed $10,000. The goal will be phased in 0.5 percent at a time. 33 The University grants automatic summer research grants for summers preceding and following approved sabbatical leave. Additionally, faculty going on sabbatical receive a $3,000 research fund, and college-paid benefits continue at a full-time level Budget Development. Georgetown University Respondent from Loyola University Maryland. Online survey. 32 Ibid. 33 Faculty Salary Plan and Guidelines. Loyola University. p LINES%20_revised.pdf 34 Faculty Handbook Statement on Sabbaticals. Loyola University. p Hanover Research Academy Administration Practice 19

20 NEW YORK UNIVERSITY Faculty at NYU are eligible to take 2/9ths of their base academic year salary as summer salary for school-related activities. For federal grants, faculty may claim 95 percent of a summer month for salary costs. In the case of course appointments, faculty are awarded 1/36 th of their base salary per credit taught, up to $9,000. Other salary caps may be in place depending on the source of summer funding. 35 NORTHEASTERN UNIVERSITY BUSINESS SCHOOL All newly hired tenure-track faculty members are offered summer salary support at the fulltime salary equivalent of 1/9th of the salary per summer month. This support is guaranteed for five or more years. Faculty members during the hiring process are not offered individual research accounts. Tenured faculty members without contractual summer support may apply for funds to support summer research. Research proposals are examined based on criteria such as the quality of the proposed research and likelihood of publication in leading journals. The amount awarded is a fixed amount. Faculty members are able to receive additional summer salary support by teaching off-load classes. 36 The standard teaching load for newly hired faculty members is two courses per semester. 37 Faculty are allowed to receive up to a maximum of 40 percent of their annual base salary, or 3.2 months, for externally funded summer research. The monthly rate of compensation for summer research may not exceed the monthly rate of a faculty member s regular academic salary. 38 PACE UNIVERSITY-NEW YORK Full-time faculty with nine-month appointments may receive a summer salary for work performed on a sponsored project, up to 3/9ths of the faculty member s regular academic year salary. Each month of summer salary must represent one month of full-time effort. Summer salary requests must be approved by the Dean, the Principal Investigator, and the Budget Representative Faculty Summer Salaries. New York University. April 13, p Respondent from Northeastern University. Online survey. 37 Ibid. 38 Processing Summer Salaries. Northeastern University. p Summer Salary and Compensation Guidelines. Pace University. 24 Mar Hanover Research Academy Administration Practice 20

21 PROVIDENCE COLLEGE Summer salary under a sponsored project may not exceed 1/9th of regular base salary per month, and no more than 2/9ths in total should be requested from a funder. 40 QUINNIPIAC UNIVERSITY Newly hired tenure-track faculty members are able to negotiate for summer salary support for one to two years. If offered, this award is a fixed amount of $5,000. In addition, faculty members during the hiring process may negotiate individual research accounts. Both tenured and tenure-track faculty members without contractual summer support may apply for funds to support summer research. Applications are ranked by a Research Committee, which awards a fixed amount of $5, The standard teaching load for newly hired faculty members is three courses per semester. 42 BUSINESS SCHOOL All newly hired tenure-track faculty members are offered a summer salary support of three to five percent of their full-time salary. This support is typically guaranteed for one to two years. In addition to this summer salary support granted to all newly hired tenure-track faculty members, faculty members during the hiring process may negotiate individual research accounts. Both tenured and tenure-track faculty members without contractual summer support may apply for funds to support summer research. Applications are due in April of each year and are examined based on criteria such as the quality of the grant, the likelihood of producing a peer-reviewed article as a result of the research, and outcomes of previous summer research grants. The amount awarded is a fixed amount, rather than a percentage of the faculty member s base academic year salary. Faculty members are also able to apply for summer teaching, course development grants, and travel grants. 43 The standard teaching load for newly hired faculty members is three courses per semester. 44 Quinnipiac University s faculty handbook stipulates that faculty teaching summer courses will be compensated at a specific per-credit rate, rather than calculating compensation based on the faculty member s regular annual salary. Tenured and tenure-track faculty receive $1,070 per semester hour of undergraduate courses taught over the summer, while 40 Grant Administration Policy and Procedures. Providence College. May p Resources/Documents/Grant%20Administration%20Policy.pdf 41 Respondent Two from Quinnipiac University. Online survey. 42 Ibid. 43 Respondent One from Quinnipiac University. Online survey. 44 Ibid Hanover Research Academy Administration Practice 21

22 $1,250 is earned for teaching graduate courses. These figures were effective starting Updated figures are not available. 45 In total, the University funds at least 40 summer research grants of $5,000 each. Law school faculty are not eligible for the grants. Twelve are set aside for faculty in the School of Business, and 12 for the faculty in the College of Liberal Arts. 46 RENSSELAER POLYTECHNIC INSTITUTE All newly hired tenure-track faculty members are offered a summer salary support of eight weeks of their full-time salary. This support is typically guaranteed for one to two years. In addition to this summer salary support granted to all newly hired tenure-track faculty members, faculty members during the hiring process may negotiate individual research accounts. Both tenured and tenure-track faculty members without contractual summer support may apply for funds to support summer research. Although most of the summer salary support offered to faculty members is through summer teaching, which is compensated at 1/9th of academic salary per course taught, additional funds are available for research opportunities and administrative work. 47 The standard teaching load for newly hired faculty members is one course per semester. 48 BUSINESS-SCHOOL All newly hired tenure-track faculty members are offered a summer salary support of 2/9th of their full-time salary. This support is guaranteed for three to four years. In addition to this summer salary support granted to all newly hired tenure-track faculty members, faculty members during the hiring process are also offered individual research accounts. Faculty members without contractual summer support are not able to apply for funds to support summer research. However, faculty members are able to receive additional summer salary support by teaching off-load classes. 49 The standard teaching load for newly hired faculty members is three courses per semester. 50 Supplemental salary for faculty at RPI may not exceed 3/9ths of their regular nine-month base salary per fiscal year. Instruction assignments that are credit-bearing are compensated at a rate of 1/27 th of nine-month salary per credit hour taught Manual of Institutional, Academic, and Personnel Policies. Quinnipiac University. p Manual of Institutional, Academic, and Personnel Policies. Op. cit., p Respondent Two from Rensselaer Polytechnic Institute. Online survey. 48 Ibid. 49 Respondent One from Rensselaer Polytechnic Institute. Online Survey. 50 Ibid Hanover Research Academy Administration Practice 22

23 SYRACUSE UNIVERSITY All newly hired tenure-track faculty members may negotiate a summer salary support of 1/9th of their full-time salary. This support is typically guaranteed for three to four years. In addition, faculty members during the hiring process are offered individual research accounts. Both tenured and tenure-track faculty members without contractual summer support may apply for funds to support summer research. While faculty are not able to apply for summer support from the university, additional funds are available for administrative work. 52 The standard teaching load for newly hired faculty members is one course per semester. 53 The rate of supplementary salary payment for summer courses taught is not necessarily related to a faculty member s academic base salary rate. Regardless, it may not exceed a faculty member s base salary rate. For example, a faculty member receiving an academic base salary of $34,000 may not receive more than a semimonthly rate of $2,000 (1/17 th of base salary). The summer rate need not reach this maximum. 54 UNIVERSITY OF CONNECTICUT Faculty may receive additional compensation for teaching during the winter or summer break. Maximum compensation for all periods (including the nine to eleven month terms) combined is the equivalent of the faculty member s twelve month salary. The equivalent salary is calculated on the faculty member s base annual salary, excluding longevity pay, applicable to their term of appointment. 55 UNIVERSITY OF MAINE Newly hired tenure-track faculty members may negotiate summer salary support. While faculty members are not offered individual research accounts, both tenured and tenuretrack faculty members without contractual summer support may apply for funds to support summer research. Each year, a RFP is released for summer research. From the campus-wide 51 Policy on Supplemental Pay for Tenured and Tenure Track Faculty. Rensselaer Polytechnic Institute. August 6, Respondent from Syracuse University. Online survey. 53 Ibid. 54 Salary and Benefits. Syracuse University Extra Compensation for Full-Time Faculty. University of Connecticut Hanover Research Academy Administration Practice 23