Feb 26, 2024  
Policies and Procedures Manual 
    
Policies and Procedures Manual

06:09:00 Faculty Compensation During Summer Session and Intersession


Revision Responsibility: Executive Director of Human Resources
Responsible Executive Officer: Vice President for Business & Finance

Purpose

To establish guidelines for compensation for faculty service beyond academic year appointments.


Policy

The Tennessee Board of Regents recognizes and considers summer session and intersession assignments of faculty as separate assignments from academic year appointments. It is further recognized that compensation for faculty assignments during summer sessions and inter-sessions 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 inter-sessions, the Tennessee Board of Regents hereby adopts the following compensation provisions:

 

A. Classifications

Category I: Regular academic year faculty personnel who serve the institution as teaching faculty during inter-sessions and summer sessions.
Faculty in this category shall be compensated at the rate of 1/32 of their academic year salary per semester hour of teaching load. The academic year salary is calculated as the base salary plus supply and demand supplement (if applicable).The maximum summer and intersession pay may not exceed 25 percent of the preceding academic year salary; however, except as needs are determined by the institution, a faculty member may teach and be compensated for nine semester hours for the summer term, with appropriate documentation of need maintained at the institution.

Category II: 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 the rate equivalent to one-ninth per month of the preceding 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 III: Division/Department heads on an academic year appointment
Level of compensation for these administrators should be commensurate with the duties assigned. For a full-time teaching assignment the rate of pay shall not exceed 25 percent of the preceding academic year salary. The academic year salary is calculated as the base salary plus supply and demand supplement (if applicable).

Category IV: Part-time Faculty
Level of compensation for faculty in this category follow the rates listed on the Division of Distance Education website. Maximum allowable rates are listed in Section IV.D.1.of TBR Policy No. 5:01:00:00. Presidents may make exceptions to this schedule based upon bona fide market conditions. All exceptions will be documented at the campus and suitable personnel records retained.

B.  Exceptions

      1.  The above compensation provisions do not apply to campus-based study abroad programs or study abroad programs included in the Tennessee Consortium for International Studies (TCIS).

           a. Compensation for these programs will be determined by the institution or the Executive Director of TCIS, respectively.

      2.  The number of total hours can be increased beyond the nine (9) hours for the summer term to a maximum of twelve (12) hours (four classes), if the additional course (three credit hours) is offered through             TNeCampus. The three additional hours for the course offered through TNeCampus will be paid as overload hours versus the normal summer school rate.

           a. This exception is optional for campuses and the Vice President for Academic Affairs must sign a request for the waiver.

      3.   The number of total hours can be increased beyond the nine (9) hours for the summer term to a maximum of twelve (12) hours (four classes), if the additional course (three credit hours) is deemed an institutional need and approved by the president.

      4.   Any exception to the compensation provisions indicated above requires prior approval by the Chancellor.

 

10/13; 01/15; 05/16; 9/19