Related Policies and Guidelines

NeSCC Policy 05:08:01 Compensatory Time

TBR Policy 5.01.05.00 Outside Employment and Extra Compensation for Additional Assignments

TBR Policy 5.02.04.10 Faculty Compensation During Summer Session and Inter-Sessions

TBR Guideline P-055 Faculty Compensation for Teaching Credit Courses as an Overload

Policy

Northeast State Community College follows TBR Policy 5:01:05:00 in regards to Outside Employment and Extra Compensation for Additional Assignments.  This policy does not apply to nine-month faculty who accept work during summer session and inter-sessions, which is delineated in TBR Policy 5.02.04.10.

Forms

Institutional forms for notifying administration of outside employment and for making requests for extra compensation may be obtained from the office of Human Resources.

Rates of Compensation for Additional Assignments to Faculty

1. Overloads
   1. The minimum rates per credit hour of instruction, as outlined in TBR Guideline P-055 must be applied when calculating compensation for extra service for full-time faculty teaching credit courses.
2. Department Heads and Coordinators
   1. Department Heads shall receive an annual stipend of $1,800 for the additional responsibilities outlined in the job description for the department.
   2. Department Coordinators shall receive an annual stipend of $1,500 for the additional responsibilities outlined in the job description for the department.
   3. Any faculty member serving as a Department Head or Department Coordinator who terminates employment with the College before the end of the academic year will have their stipends prorated for the percentage of the year that they served in the role.
3. Dual Enrollment
   1. Full-time faculty teaching dual enrollment courses shall be compensated at the rate of 1/18 of their academic year salary per semester.
4. Administrative Responsibilities
   1. Faculty members may be asked to assume temporary administrative responsibilities that are not within their existing job description.
   2. Temporary administrative responsibilities may necessitate the granting of release time and/or an administrative stipend in addition to the previously established salary.
   3. In consultation with Human Resources, the faculty member’s dean or the vice president for Academic Affairs will determine the appropriate amount of time that the faculty member will need to devote to the administrative responsibilities over the course of the term. The minimum rates per credit hour of instruction as outlined in TBR Guideline P-055 will be used to determine the appropriate amount of the stipend.

 Rates of Compensation for Additional Assignments to Staff

1. Teaching Assignments
   1. Administrative/Professional staff members who accept for-credit teaching assignments with the College that are scheduled to occur during the normal work hours for their full-time position shall not receive extra compensation. For-credit teaching assignments that occur during the normal work hours for their full-time position must first be approved by the supervisor.
   2. For-credit teaching assignments that are scheduled outside of the staff member’s normal work hours for their full-time position shall be paid at the appropriate adjunct faculty rate for the course(s) being taught.
   3. Full-time clerical/support staff members of Northeast State Community College or any other State of Tennessee entity are not permitted to teach courses for-credit at the College.
2. Additional Responsibilities
   1. Staff members may be asked to assume temporary responsibilities that are not within their existing job description.
   2. Temporary responsibilities may necessitate the granting of a stipend in addition to the previously established salary or compensatory/overtime in the case of clerical/support staff.
   3. In consultation with the staff member’s supervisor or supervising vice president, Human Resources will determine the appropriate salary grade for the employee’s current position along with the additional responsibilities.
   4. In these cases, the stipend shall not exceed the greater of the difference between the employee’s current salary and the midpoint salary for the grade determined by Human Resources or ten percent of the midpoint salary for the grade determined by Human Resources.
      1. Example: Employee A is a support staff member whose position is a salary grade 5 with a current salary of $28,000. It is determined that the additional temporary responsibilities are that of a salary grade 7.  If the midpoint for a salary grade 7 is $35,000, the stipend for Employee A shall not exceed $7,000 per year/$583.33 per month while performing the additional responsibilities.  In this example, the greatest amount is the difference between the employee’s current salary and the midpoint salary for the grade determined by Human Resources.
         1. Difference between current salary and midpoint for the grade determined by Human Resources: $35,000 - $28,000 = $7,000 per year.
         2. Ten percent of the midpoint salary for the grade determined by Human Resources: $35,000 x 10% = $3,500 per year.
      2. Example: Employee B is an administrative/professional staff member whose position is a salary grade 9 with a current salary of $55,000. It is determined that the additional temporary responsibilities are that of a salary grade 10.  If the midpoint for a salary 10 is $60,000, the stipend for Employee B shall not exceed $6,000 per year/$500 per month while performing the additional responsibilities.  In this example, the greatest amount is ten percent of the midpoint salary for the grade determined by Human Resources.
         1. Difference between current salary and midpoint for the grade determined by Human Resources: $60,000 - $55,000 = $5,000 per year.
         2. Ten percent of the midpoint salary for the grade determined by Human Resources: $60,000 x 10% = $6,000 per year.
   5. Clerical/support staff who are assigned additional responsibilities of the same or similar nature to their current position will not receive a stipend. If the additional responsibilities require them to work over their normal 37.5-hour workweek, they shall accrue compensatory time.  The supervisor must approve any requests for compensatory time in advance of the employee working over.