NUMBER:   HR 1.81
SECTION:  Human Resources     

SUBJECT:  Summer Compensation for Faculty                         
     
DATE:     July 1, 1995

LATEST REVISION:  August 17, 2004
                     
Policy for:     All Campuses
Procedure for:  All Campuses
Authorized by:  Jane M. Jameson
Issued by:      Division of Human Resources
________________________________________________________________
THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE FACULTY 
MEMBER AND THE UNIVERSITY OF SOUTH CAROLINA.  THIS DOCUMENT DOES NOT CREATE ANY CONTRACTUAL 
RIGHTS OR ENTITLEMENTS.  THE UNIVERSITY OF SOUTH CAROLINA RESERVES THE RIGHT TO REVISE THE 
CONTENT OF THIS DOCUMENT, IN WHOLE OR IN PART.  NO PROMISES OR ASSURANCES, WHETHER WRITTEN OR 
ORAL, WHICH ARE CONTRARY TO OR INCONSISTENT WITH THE TERMS OF THIS PARAGRAPH CREATE ANY 
CONTRACT OF EMPLOYMENT.
_________________________________________________________________

I.   Policy

     A.   This document sets forth the University of South Carolina policy concerning the 
     employment of faculty during the summer and outside of their base period of employment, 
     pursuant to regulations of the South Carolina Office of Human Resources.  Summer employment 
     is not considered dual employment, which covers additional compensation earned during the 
     faculty member's base period of employment.  Therefore, summer employment may occur over 
     any specified period of time between May and August of a calendar year. 

     B.   Regular Summer School Teaching
          1.	Summer school sessions include Maymester, Summer I and Summer II.  
          
          2.	For Maymester, a maximum of one three-hour course may be taught.  For either 
          Summer I or Summer II, a maximum of two three-hour courses may be taught, but only 30% 
          of the faculty member=s nine month base salary may be earned for teaching over the entire 
          summer, to include Maymester, Summer I and Summer II.
          
          3. 	Compensation for a full-time work load for a regular summer session may not exceed 
          15% of the faculty member’s base pay for the academic year immediately preceding. 

     C.   Sponsored Research, and Other Duties Not Related to a Regular Summer Session 
     Academic personnel will be compensated at the same rate of pay as the immediately preceding 
     academic year for sponsored research or other activities performed during the summer months 
     (between academic years) which are not related to a regular summer session

     D.   Remuneration for Summer Thesis and Dissertation Supervision
          1.	Recognizing that it is essential for graduate students to receive appropriate faculty 
          supervision throughout their period of study, including the summer months, this policy 
          reaffirms that supervising graduate students= theses and dissertations is an important 
          professional responsibility of the Graduate Faculty and one for which faculty receive 
          reduced teaching loads during the Fall and Spring semesters.  Faculty are expected to 
          assist students who need research, internship, or field study supervision at any time 
          during the calendar year.
          
          2.	Deans and, where appropriate, department chairs, may reward faculty who supervise an 
          unusually large number of theses and dissertations during the summer months.  Such 
          remuneration will only be approved on a case-by-case basis.		

     E.   Conflict of Interest
          No faculty member may accept any work or remuneration that could be reasonably construed 
          as a conflict of interest.  Acceptance without prior approval of a work assignment or 
          remuneration that is found to be a conflict of interest will be grounds for sanctions 
          or disciplinary action. 

II.  Procedure

     A.	During the spring semester, turnaround documents will be issued to department chairs by the 
     Payroll Department.  A separate turnaround document will be issued for each summer session.
     
     B.  Only nine-month tenured or tenure track faculty who will teach and be compensated 100% from 
     “A” funds should be reported on this document.
     
     C.  Corrections, additions, or deletions after the submission of the turnaround document must be 
     made by memorandum through the same channels followed in the original submission.
     
     D.  Compensation for faculty performing duties funded totally or in part from sources other than 
    “A” funds should be submitted on a PBP-2 form (Hiring Document for Non-FTE/Non-Student Position).

     E.  Compensation for the following categories of summer faculty should be reported on the PBP-2 form:
         1. faculty hired on an annual appointment,
         2. faculty compensated by a department other than their home department,
         3. teaching and research faculty compensated from sources other than “A” funds,
         4. teaching and research faculty working on dates other than the established summer school dates.

Summary of Substantive Changes

   
Adds Maymester as a part of summer school.
   
Reaffirms faculty responsibility for supervision of graduate student work during the summer months.
   
On a case by case basis, authorizes Deans to reward faculty who supervise an unusually large volume 
   of graduate student work during the summer months.
   
Changes procedures depending upon the funding of the summer compensation.

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