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Supplementary Compensation Policy

College of Medicine
Policy on Supplemental Compensation
 
Supplemental compensation is for temporary work beyond the faculty member’s normal assignments. The extra assignment should be non-recurring and clearly limited in time and scope.  The College expects faculty members to carry out the duties associated with their primary appointment with the University fully and at a high level of competence before seeking other income-enhancing opportunities.  All activities providing supplemental compensation including external consultancies must be approved by the relevant department chair and Dean except those activities considered exempt and defined below. Approval will be contingent on the absence of a conflict of commitment (i.e., usually defined as not exceeding one work day per week).  Service on study sections, on other Federal panels, and national scientific and professional societies, as well as visiting professorships at academic medical centers are exempt from this policy. Further, this policy does not include compensation derived through the Faculty Group Practice or stipends for medical directorships paid through the Medical Center.  In addition, physician faculty members with more than 80% commitment to clinical service who meet their clinical productivity expectations are also exempt from this policy. The conditions under which supplemental compensation of external consulting will be permitted are at the discretion of the Department Chair and the Dean.
 
All faculty members are expected to have workload assignments that constitute 100% full time effort. Supplementary compensation is permitted for those faculty members who undertake additional responsibilities that are in addition to their normal duties and responsibilities assuming they 1) cumulatively meet or exceed the University’s definition full time effort; and 2) provided that the faculty member is fully and satisfactorily performing all responsibilities for which the base salary is paid. Consistent with the University Faculty Compensation Policy, requests for supplemental compensation will be evaluated by the relevant departmental chair. The Chair must account for the impact of the extra work on the performance of the faculty member’s responsibilities (i.e., rule-out a conflict of commitment), and insure that the faculty member’s productivity including teaching hours, research (as measured by percent effort on grants), clinical RVUs, and administrative service hours efforts are the equivalent of a 100% effort before permitting any concurrent extra compensation arrangements. It is the University's responsibility as a public institution to require that faculty who are underperforming in any aspect of their primary position not receive enhanced compensation. (http://oaa.osu.edu/assets/files/documents/facultycompensation.pdf) .
 
Effective January 1, 2012 all requests for supplemental compensation must include documentation of a workload that justifies a full time (100%) effort.