Such staff cannot be granted both additional compensation and time off from their regularly scheduled duties. Extra compensation for non-instructional activities will require approval at the appropriate departmental and divisional levels. Extra compensation in excess of 20 percent of an employee's base salary will require written assurances from the authorizing administrator that the faculty or staff member is capable of fulfilling the expectations of the primary contract. Compensation which exceeds the contracted base salary but which does not require the performance of duties beyond those specified in the primary contract is covered under the university's Supplemental Compensation policy. As distinguished from extra compensation, supplemental compensation does not require the performance of duties other than those associated with the normal range of assignments required in a given position or job description.
Supplemental compensation is ordinarily temporary.
It may be allocated as a single payment or spread over the course of the primary contract. It may be provided to compensate an employee for overload responsibilities but only in those instances in which the normal load associated with the position has been defined in writing in advance of the overload assignment, which must be clearly delineated in writing as well. Funding for supplemental compensation is often derived from donations or gifts provided to the university by external private entities. Examples of supplemental fund sources include alumni gifts, corporate donations, endowments of named professorships or chairs. Moreover, supplemental compensation allocated toward a particular employee should not be derived from the same external fund source for a period of time exceeding five consecutive years.