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Faculty Handbook
Policy No. FSEC.2001.007
6.10 SUMMER PAY POLICY
Approved by University Council May 4, 2001
1.0 Purpose
University of Houston-Clear Lake (“UHCL”) faculty members on 9-month appointments may be offered the opportunity to perform additional work during the summer months. The purpose of this policy is to outline the university guidelines regarding pay for summer assignments.
2.0 Definitions
2.1 State Longevity Pay - Additional pay of $4 per month for each year of state service up to and including 40 years of service. Regular, full time (1.0 FTE), nonacademic employees are eligible to receive longevity pay after five years of state service and will receive longevity pay increases after each additional five years of state service.
2.2 Personnel Action Request (PAR) Form - The University of Houston System (“UHS”)
payroll/personnel form used to place new employees in the HRS payroll/personnel system and/or make certain changes to existing employees assignment
2.3 Turn-a-round PAR - Computer generated personnel action request form. All fields are
populated by data in the HRS payroll/personnel system.
2.4 Personnel/Position Request (PPR) Form - A UHCL form used to create new positions,
reclassify existing positions, and identify vacant positions that require posting and search procedures.
2.5 Full Time Equivalent (FTE) - For purposes of this policy, FTE means the number of course
equivalents to be considered a full load in the summer.
2.6 Summer Session - The academic time period between the end of the spring semester and
the start of the fall semester.
3.0 Policy
3.1 Faculty and research personnel on 9-month appointments may be offered the opportunity
to perform teaching and/or research during the summer semesters, depending on student enrollment, course requirements, and funding for teaching and research activities. Teaching includes advising of students during the summer session.
3.2 A faculty member who performs non-academic work during the summer on a full time
(1.0 FTE) basis and is paid from non-teaching funds will receive longevity pay for each month worked during the summer.
3.2.1 The amount of longevity pay is based on total state service.
3.2.2 Each employee is responsible for notifying the Office of Human Resources of
prior state service at the time of employment.
3.2.3 Credit for prior state service requires written verification from the previous
employing state institutions or agencies.
3.3 Faculty on nine-month appointments who teach during the summer semesters receive
additional compensation. The amount of additional compensation a faculty member may receive typically is related to how many courses are taught and the previous 9-month salary.
3.4 The salary equivalents and percent effort used to calculate summer teaching salaries is
listed below. Summer pay is subject to funding availability.
a. One 3 credit-hour course equals 1/9 of the 9-month salary.
b. Two 3 credit-hour courses equal 2/9 of the 9-month salary.
c. Three 3 credit-hour courses equal 1/3 of the 9-month salary.
3.5 New faculty members who are asked to teach in the summer semesters just prior to their
regular academic appointment on September 1st are normally considered as part-time, temporary employees without benefits during the summer semesters.
3.6 The Office of Human Resources is responsible for providing timely instructions for the
accurate processing of summer payrolls.
Summer Pay Procedures
1.0 Purpose
1.1 To provide 9-month faculty members with information regarding pay for additional
summer teaching and research assignments.
1.2 To provide support staff with the proper procedures for processing additional pay for
summer teaching and research assignments.
2.0 Summer Teaching and/or Research Positions
2.1 Summer teaching and research positions roll from one fiscal year to the next.
2.2 A Personnel/Position Request (PPR) form is not required unless you need to create a new summer teaching or research position.
2.3 Positions must exist before a Personnel Action Request (PAR) form can be processed.
2.4 Only four (4) job class codes/titles are used for summer teaching and research assignments.
2.4.1 1930/Benefits Eligible Summer Teaching Faculty
2.4.2 1931/ Non-Benefits Eligible Summer Teaching Faculty
2.4.3 3057/Benefits Eligible Summer Research Faculty
2.4.4 3058/Non-Benefits Eligible Summer Research Faculty
3.0 Summer Teaching and/or Research Assignments
3.1 A PAR must be prepared to place each employee on payroll for summer teaching and
research assignments.
3.2 All assignments may be indicated on the same PAR.
3.3 Separate assignments should be created for each individual summer session except in the
case of duplicate assignments.
3.3.1 If a duplicate assignment would exist, create one assignment and adjust the
FTE to cover all classes.
3.4 A turn-a-round PAR should be used for all existing employees and a blank PAR form should
be used for "new hires".
3.4.1 A combination of the two forms should be used when the turn-a-round PAR does not have sufficient blank assignment lines to cover all summer assignments.
3.5 The PAR routing sequence for summer assignments is the same as for any regular session.
3.5.1 PAR forms reflecting summer research assignments (paid from Ledger 5 accounts)
must be forwarded to the Office of Research Administration for approval prior to obtaining approval from the Office of the Senior Vice President/Provost, and routing to the Office of Human Resources for processing.
3.5.2 PAR forms reflecting summer teaching and/or research assignments must be
approved in the Office of the Senior Vice President/Provost before routing to the Office of Human Resources for processing in the automated payroll system.
3.6 The PAR due dates for summer teaching and/or research assignments are published in April of each fiscal year.
3.6.1 PARs with a June 1st or June 16th assignment begin date are due in late May.
3.6.2 PARs with a July 1st assignment begin date are due in late June.
3.6.3 PARs with an August 1st assignment begin date are due in late July.
Approval Date: 5-4-01
Sunset Date: 5-4-11
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