Administrative Appointments and Base Pay

Administrative Appointments and Base Pay

This page explains the conditions and consequences of selecting certain kinds of appointments for faculty who assume additional duties or take purely administrative positions.  

Every full time faculty member has one  and only one  "job."

They may have more than one  "title." These are called "admin posts." One corresponds to their core faculty appointment, e.g. Associate Professor. Others are additional roles, such as "Graduate Faculty Member," "Distinguished Professor," "Named/Endowed Professor," or "Director of..."  Some but not all of these "posts" come with compensation tied to that role, such as program director or department chair. 

For deans, associate deans, and full time administrators, faculty are moved from their faculty "job" into an administrator "job." Chairs, directors, and other lower-level faculty remain in their faculty "job" and are given additional "posts."

IU pays retirement contributions on base pay  but not on supplemental pay.  Supplemental pay includes:

• Overload teaching
• Summer pay for 10-month faculty members from (a) external/research funding (b) summer teaching, or (c ) ongoing or one-time administrative duties. Total summer pay may not exceed 27% (for teaching-only) or 32.5% (for research or combinations) of 10 month pay. (For emergency overloads, contact Academic Affairs).
• Administrative stipends during the academic year

Following are some critical considerations in compensation that affect "base pay," total compensation, therefore retirement contributions.

• When a 10-month faculty member receives external funding, during the academic year it off-sets their salary--no net increase; it is additional compensation in the summer. Someone could receive a total of 132% of base pay if they had sufficient external funding; IU retirement contributions would be only 10% because it is not paid on summer external funding.  
• Someone who takes on additional duties but remains in a faculty job is paid a 'stipend'. This stipend is not base pay and has no retirement contributions.  
• For 12-month faculty members, external funding only off-sets salary: it results in no additional compensation. They may, however, receive overload teaching compensation.  
• If someone moves from a 10-month faculty job to a 12-month faculty job, typically their base salary increases by 20%, and they receive retirement contributions on all of it.
• Someone moving into an administrative job usually has this arrangement:
  • They have different duties and a reduced teaching load; do not reduce below 1 course-equivalent per year.
  • If they are normally 10-month, they become 12-month and have a corresponding increase in salary (20%)
  • They receive an additional amount relevant to the position they are filling--this is not a stipend but a temporary increase in salary.
  • The sum  of these two becomes their administrative job base pay, and retirement contributions are paid on all of it.  
  • Their offer letter  must stipulate that when the administrative job ends, they will revert to the conditions of comparable faculty in the unit: 10-month, and original base salary plus any annual increases.

An offer letter template is here. Please refer to this resource for search requirements for administrators.  
Created 6/23/2023; updated 8-23-23. Questions, contact ude[dot]ui[at]rhdaca 

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