Faculty Compensation Policy

Purpose

This policy provides general guidelines regarding compensation. Unique circumstances regarding job duties, grant funds, or other situations may impact compensation under policies other than this one.

Advanced Study Pay Increases

To recognize educational achievements, full-time faculty will receive a $2,000 base salary increase upon earning an initial doctorate degree. The increase is not retroactive, unless specified in the appointment letter, but becomes effective at the beginning of the fall or spring semester following that in which the credential was earned. To initiate the advanced study pay increase for obtaining the doctorate degree, the faculty member’s supervisor should send a memo to the dean requesting an advanced study pay increase. The dean will forward the request to the provost for approval and recording in Senior Staff minutes. All salary increases must be approved by the University of Louisiana System Board of Supervisors.

Timing of Payment

Full‑time faculty are paid in 12 equal payments on the last working day of each month through direct deposit. The faculty pay cycle for the fall semester begins on the last working day of August through the last working day of January (six payments). The faculty pay cycle for the spring semester begins on the last working day of February through the last working day of July (six payments). Each academic semester is paid at 50% of the base salary for the year.

Salary of Faculty Not Completing an Academic Year

The Office of Human Resources and Student Employment determines the appropriate compensation for employees leaving an appointment prior to the end of the term of the appointment and for employees beginning an appointment after the academic session begins. General guidelines are provided below, but actuals may differ depending upon related circumstances.

Faculty Departing at Mid-Academic Year

Faculty departing at the end of the first semester of the academic year shall receive one-half of the base salary for the year.

Faculty Departing or Hired During a Fall or Spring Semester

Faculty who 1) resign during a semester; 2) are hired as a replacement during a semester; 3) start a semester late; or 4) for some other reason do not complete a semester shall be paid only for the time the faculty member has worked during the departing semester. The amount paid to the faculty member for the partial semester shall be determined by multiplying the semester salary (one-half of the salary for the academic year) by the percentage of time worked during the semester (days worked in the semester/total days in the semester). Normally, fall and spring semesters are approximately 90 days in length. The Office of Human Resources and Student Employment will provide the official calculation to the departing faculty member or the newly hired faculty member.

Faculty Departing or Hired During the Summer Session

The salary amount received by the faculty member shall be determined by multiplying the summer session salary for the appropriate faculty rank by the percentage of the summer session worked. The amount paid to the faculty member for the partial summer session shall be determined by multiplying the summer session salary by the percentage of time worked during the session (days worked in the session/total days in the session). The number of days in the summer session is dependent on the summer session taught. The Office of Human Resources and Student Employment will provide the official calculation to the departing faculty member or the newly hired faculty member.

Summer Session Salary Schedule for Six Credit Hours (Subject to Change)

Rank	Full-Time Salary	Full-Time Teaching Load
Department Head	$8,600	6 workload hours*
Professor	$7,800	6 workload hours*
Associate Professor	$7,400	6 workload hours*
Assistant Professor	$7,000	6 workload hours*
Instructor	$6,600	6 workload hours*
Lab Assistant	$4,500	Full-time responsibilities

Summer Session Salaries and Supplements Paid from Grant Funds

Grants funded through state and federal agencies must comply with regulations published by the federal Office of Management and Budget in “Principles for Determining Costs Applicable to Grants, Contracts, and Other Agreements with Educational Institutions” (A21). This policy restricts supplemental salary payments to an amount no greater than a proportionate amount of the faculty member’s base salary for work done during and outside the academic year.

In some cases, granting agencies may permit faculty members to earn salaries exceeding their annual base salary. However, unless the funding agency gives specific written approval, salaries for faculty members may not exceed their base salaries.

Grant/Sponsored Program Salary Rates for Academic Year

Charges for work performed on sponsored agreements by faculty members during the academic year will be based on the individual faculty member’s regular compensation and are allowable at the base salary rate. In no event will charges to sponsored agreements exceed the proportionate share of the base salary rate.

Grant/Sponsored Program Salary Rates for Periods Outside the Academic Year

Charges for work performed by faculty members on sponsored agreements during the summer months will be determined for each faculty member at a rate not more than the base salary.

Communication

This policy is distributed via the University Policies webpage.