Overload Compensation

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In order to more effectively fulfill the mission of the University, the following policy regarding additional compensation for overload is established.

  1. Extra compensation can be gained for overload assignments. Overload assignments consist of additional services undertaken voluntarily and performed over and above services covered in the recipient's current full-time assignment and when such additional services will not in any manner compromise or adversely affect the performance of services covered by the recipient's current full-time assignment.
  2. General Guidelines and Limitations
    1. Persons holding faculty or administrative/professional staff appointments during the period of time covered by the extra service for extra compensation are eligible for overload assignment if such work is available.
    2. Annual Maximum – The total amount of extra compensation an employee can earn in a fiscal year from all activities covered by this policy or by the University’s “Compensation Policy for Continuing Education and Internal Consulting” shall not exceed 20% of the employee’s equated annual salary (full-time monthly salary rate* 12). In rare, emergency situations, the Chancellor may waive the 20% cap for medical providers at School of Medicine when necessary for patient care. Any request for such a waiver shall be in writing with appropriate justification and shall only occur where other viable options to complete the work are not readily available. For purposes of this policy, the fiscal year begins July 1. Costs other than salary (travel, per diem, supplies, etc.) will not be included in the calculation for overload compensation.
    3. Waivers – A university employee may waive all or part of available extra compensation.
    4. Payment Schedule – The first installment is not to precede the beginning of services.  The activity must be complete before the final installment or lump sum payment is made.
    5. Travel Expense Reimbursement -- Approved travel expenses are reimbursed in accordance with SIUC travel policies. These expenses are not included in the maximum allowable compensation for overload activities in any fiscal year.
  3. Extra compensation may be used in the following situations:
    1. For teaching a course as an overload assignment. 
    2. For teaching in credit-free instructional activities as an overload assignment.  Credit-free activities may have a resemblance to credit courses in structure, program, and time sequence and usually incorporate techniques for evaluating student progress and may include the giving of a certificate of accomplishment on completion.
    3. Faculty electing to develop distance learning courses outside the normal workload assignment, with concurrence by the appropriate administrator, may be given extra compensation for that development if funding permits. 
    4. Extra compensation for non-instructional activities outside the normal workload assignment may be compensated for according to this policy. This applies only to non-discretionary activities assigned by the University. Conferences, occasional spot presentations, and University services to outside agencies are usually of short concentrated duration and usually are for purposes of informing, advising, or sharing of information, rather than instructing. For professional services at conferences, occasional spot presentations, or University services to outside agencies, payment shall be negotiated between the person(s) eligible and the appropriate University administrator mentioned in Section 4a.
  4. Any assignment for extra compensation for overload shall be entered into by mutual agreement between the person(s) eligible and the appropriate administrator of the unit involved. Any definition of overload must be consistent with the policy statement herein described.
    1. In cases of faculty members, the appropriate administrator shall be the department chairperson or the director of the school. In cases of department chairpersons or school directors, the appropriate administrator shall be the Dean. In cases of staff not reporting to an academic unit, the appropriate administrator is the chief administrator of the unit in consultation with the Office of Human Resources and the Office of the Provost, as appropriate.
    2. Approvals for extra compensation for overload assignments will follow organizational channels with final approval resting with the Provost.
  5. All extra compensation for overload assignment payments, for whatever purposes, will be paid as salary additions without affecting the base salary.
  6. Persons eligible for overload may be assigned no less than ½ month’s salary but up to one month’s salary for each overload assignment.
  7. The following certification must appear on the forms submitted for payment of overload assignment extra compensation. "This extra service is over and above services required by the current budgeted assignment. It will not affect performance under such assignment."