of extra compensation for employees supported by sponsored researchextra compensation over the institutional base salary paid to faculty and professional research employees through the university and udri payroll offices includes supplemental, overload, and incidental compensation. as stanford employees, academic staff-research are subject to all policies and procedures related to stanford employment, and receive staff benefits, as applicable.) "professional research employees-research institute" is used to describe various full-time professional research positions such as those classified as p1, p2, p3 and p4 (ri policy memo 12). a written notice of either renewal or non-renewal must be given to the employee at least 90 days in advance of the term end date. as amended: july 22, 2008 (titled: ri-sr-003 policy for extra compensation of employees supported by sponsored research programs). compensation may be permitted for up to an additional eight hours work per week (20%) under the following circumstances:The professional research or administrative research employee has specifically requested and received approval from the research institute division head/research institute director or academic dean/academic department chair (if applicable). incidental compensation is not intended for employees who teach or perform specific duties on a regular basis as this would be considered part of their “normal” workload. research employeessupplemental compensation for full-time professional research employees is not available since a full-time researcher’s normal workload is defined as working at least 8 hours per day per 5-day workweek for 52 weeks, and the institutional base salary covers the entire 12-month period. activities of the type described above, specific approval for additional compensation is required in advance of the service being performed. the rate of compensation will be the same as that paid by the university.
these positions are characterized by the following conditions:The position is generally supported by an internal account and may be supported by an external research contract/grant and continuing employment is dependent on availability of funds,These positions are exempt from the fair labor standards act,The employee is considered administrative staff for purposes of determining eligibility for benefits, and. sponsor-approved overload compensation requests will be returned to the academic chair for processing of the paf and forwarding to the office of human resources. however, in unusual cases where consultation is across departmental lines or involves a separate or remote location, and the work performed by the consultant is in addition to his regular departmental load, any charges for such work representing extra compensation above the base salary are allowable provided that such consulting arrangements are specifically provided for in the agreement or approved in writing by the sponsoring agency.. the principal investigator requests and receives approval for overload compensation from the academic department chair and dean by submission of the overload compensation request form (ocrf) for faculty members charging sponsored programs. if anticipated, any compensation for senior personnel in excess of two months must be disclosed in the proposal budget, justified in the budget justification and specifically approved by national science foundation in the award notice budget. a research scientist may participate in the preparation of proposals, progress, and final reports, and may be the coauthor or sole author of research results,with agreement of the pi. staff - research may be eligible for additional compensation when, on a one-time or infrequent basis, they teach in established university programs or university-hosted conferences that: (a) clearly fall outside the boundaries of their regular responsibilities, (b) require a significant amount of time in excess of the normal work schedule and (c) normally provide additional payment to other participants. on months of compensation: for the national science foundation, salary compensation for senior personnel is limited to no more than two months of salary (academic, summer supplemental, fiscal) in any one year. see the policy for jointly appointed university and department of veterans affairs personnel on national institutes of health proposals for information and guidance. may opt to rebudget funds to charge more than the awarded amount for graduate student compensation, as long as the amount is considered reasonable under omb cost principles.
in general, graduate student compensation will not be considered reasonable if it exceeds the amount paid to a first-year postdoctoral scientist at the same institution, performing comparable work.. compensationalthough not subject to salary ranges per se, salaries for academic staff-research are subject to the approval of the cognizant principal investigator, department chair, school dean and vice provost and dean of research for purposes of maintaining university-wide equity. university will not make contributions to tiaa-cref based on the incidental compensation and the employee will not accrue sick leave or vacation credits for the additional time worked. please see the overview of supplemental compensation for more information. because the foregoing situations are considered to fall within normal expectations for these staff, they would not constitute grounds for payment of additional compensation. compensation request form - for full-time professional and administrative research employees.. payment of overload compensation is processed by submitting a paf through the office of human resources and a timecard through the udri payroll office. costs are based on the employees’ actual salary rates, or an amount within the salary range of the job classification for persons to be recruited. to the search requirement may be permitted if the candidate: (1) has just completed his/her doctorate or program of postdoctoral study at stanford and completion of all degree requirements is documented; (2) is uniquely qualified for the particular position; or (3) was previously identified by name on a written research proposal submitted by the pi to an external funding agency.. compensationalthough not subject to salary ranges per se, salaries for academic staff-research are subject to the approval of the cognizant principal investigator, department chair, school dean and vice provost and dean of research for purposes of maintaining university-wide equity.
when an employee undertakes a sponsored research project on a released-time basis, the grant shall be charged for that portion of his/her time devoted to the project per the terms of the grant/contract. compensation may not exceed 20% of the employee’s institutional base salary. may be included in the proposal even when no salaries are requested, except in specific circumstances, like the national science foundation. compensation request form (ocrf) - for faculty members charging to sponsored research programs. compensationprofessional research and administrative research employeesper omb circular a-21, extra compensation can be paid for incidental work (temporary activities) beyond the institutional base salary from a temporary source of funds provided the activities are outside the “normal” workload for the individual.. additional compensationwith approval of their faculty supervisor, full-time members of the academic staff may perform a variety of services for the institution apart from those normally considered to be their own regular job duties. a proposal budget, graduate research assistant positions are often identified as to-be-announced, along with their planned role on the project.”professional research and administrative research employeesthe normal workload of full-time professional research and administrative research employees is defined as conducting or supporting research or other externally-funded activities. compensationfacultysupplemental compensation includes sponsored research payments to faculty members with less than a 12-month academic appointment outside the appointment contract period (i. hiring of the employee is processed through the office of human resources and the employee is assigned to the research institute.
as stanford employees, academic staff-research are subject to all policies and procedures related to stanford employment, and receive staff benefits, as applicable. may be included in the proposal even when no salaries are requested, except in specific circumstances, like the national science foundation. research and administrative research employeesthe professional research and administrative research employee’s request for incidental compensation is made by submission of the incidental compensation request form (icrf) to either the udri division head and ri director, or the department chair and dean (as appropriate). because the foregoing situations are considered to fall within normal expectations for these staff, they would not constitute grounds for payment of additional compensation. university policy, three months (or one third of their 9-month academic salary) is the maximum number of months that an academic faculty member may be paid for supplemental compensation.. the university will not make contributions to tiaa-cref based on the overload compensation. definitions for faculty and appointed personnel defines the types of compensation for faculty and appointment personnel. those instances where it is not possible for a faculty member to be released from his/her regular university duties to undertake sponsored research projects, payments of overload compensation may be permitted for up to an additional eight hours work per week (20%) during period of academic appointment, unless the academic department’s policy is more restrictive, under all of the following circumstances:1. even after overload compensation is approved, actions should be explored to bring anticipated future needs into the regular pattern of assigned duties. proposal budget should accurately reflect the amount of effort that the gra(s) will commit to the project.