Winter Semester 2025: Supplemental Teaching Payments

Faculty

On-contract, full-time faculty teaching overloads (including Continuing Education, Special Sessions, and other overload teaching) are paid 2.35% per credit hour of their base academic year salary within the bounds of the "Floor" and "Ceiling" rates in the table below.

Payments for full-time faculty on 12-month appointments and for 12-month professional staff who hold a secondary faculty rank are paid based on their salary adjusted to a 9-month basis as follows:

(12-month "Annual Rate") x 9/11 = (Academic Year basis)

then determine 2.35% per credit and apply the Floor and Ceiling boundaries below.

Example: ($110,000 12-month-base) x 9/11 = ($90,000 as 9-month-base)... x 2.35% = $2,115 per credit.

Adjunct Faculty

Adjunct faculty are normally compensated at a rate based on degree level (Masters = See rate table below, PhD = Assistant Professor Floor rate). Any exceptions to this guideline should be justified in the "Reason for Payment" or "Comments" section. Justification should include: the name of the institution where the individual is normally employed, their rank/position at that institution, and any other reason for requesting that rate. All exceptions to the standard rate require approval by the Dean or Dean's designated approver. This approval must be provided either by routing the form to the Dean for approval, attaching the email with the Dean's approval to the form, or including a comment referencing the Req ID# of the prior form that had this approval.
The form will route to both the faculty and the supervisor for approval.

Benefited Staff

Staff without a secondary academic rank will be paid similar to Adjunct Faculty (Masters = See rate table below, PhD = Assistant Professor Floor rate). All exceptions to the standard rate require approval by the Dean. This approval must be provided either by routing the form to the Dean for approval, attaching the email with the Dean's approval to the form, or including a comment referencing the Req ID# of the prior form that had this approval.

Supervisors of staff being paid for Winter Semester teaching must approve supplemental payments on the basis that this work is outside the individual's normal commitment to the University and will not conflict with his/her regular duties.

For non-teaching assignments, Department should consult Human Resources prior to making any agreement with the employee.

Please contact Human Resources (831-2171) with any additional questions about the preparation and routing of the Supplemental Pay Form.

Supervised Study

To be eligible for payment, the faculty member must meet with the student a minimum of two meetings per week during the Winter Session for a 3-credit hour supervised study. This meeting time can be prorated for other credit hour enrollments. Students who require less supervision may of course earn credit, but the faculty will not be eligible for compensation in such cases.

Students must be registered for credit and pay the required tuition. Payment will not be made for directing a supervised study if the equivalent material is covered in a regular scheduled course during that academic session.

If compensation is appropriate within the guidelines listed here, the Supplemental Pay Form should be used; the comments section on the second page of the form should specify the "Ind Study".

Departments are strongly urged to keep some written record of the content and grading criteria to which the faculty and student agree prior to the start of the supervised study experience.

Credit Contact Hour Conversions

Each hour spent in scheduled classroom teaching counts as 1 credit-contact hour. Each hour spent in scheduled laboratory, field, studio, clinical or applied music instruction and individual instruction counts as  1/2 credit-contact hour. Scheduled individual special problems and theses count as 1 credit-contact hour, and dissertations count as 2 credit contact hours. For individual instruction, individual special problems, theses and dissertations, the faculty receive credit only in the semester that the student completes the project or special problem, and defends their thesis or dissertation. Assigned undergraduate and graduate advisement must be represented equitably in the individual faculty member’s annual workload allocation and must fairly represent the amount of effort involved in the assignment.  Each hour spent in assigned scheduled individual laboratory, field, studio, clinical or applied music instruction which requires the constant attendance of the faculty member for the entire scheduled hours of instruction, and which does not involve the participation of teaching assistants, counts as one teaching contact hour per week.

Compensation Limits

During the Winter Session compensation for regular University employees is not to exceed payment for two courses (6 credits) or its equivalent plus $360 for Supervised Study.

Spanning the period from September 1 through May 31 faculty members on academic year contracts may receive additional compensation beyond the terms of their basic appointments not to exceed the dollar value of 12 credits plus $360 for Independent Study.

In the Winter Session, graduate students are limited to working no more than 40-hrs/week (=2 courses of 3cr each).

Cancellation and Prorating in Undersubscribed Courses

To receive full compensation for a course, an instructor must have a minimum of ten students registered for an undergraduate course or six students in a graduate-level course. Courses with less than the minimum enrollment may be offered with the understanding that the faculty member's contract will be prorated accordingly (i.e.: by 1/10 of full salary for each student below 10 in an undergraduate course; by 1/6 of full salary for each student below 6 in a graduate course).

Study-Travel Courses: Study-travel courses include those offered within approved study-travel programs at locations abroad or within the U.S. but outside of the State of Delaware and which offer academic credit to students. Approved study-travel programs must meet minimum program enrollment guidelines set by the Center for International Studies. To receive full compensation for a study-travel course, an instructor must have a minimum of 5 students. Study-travel courses may be offered with less than the minimum figure with the understanding that the faculty member's contract will be prorated accordingly.

Chairpersons should monitor course enrollments throughout the registration period starting April 7. It may be necessary to wait until late registration and drop/add on June 8 (First Session) and July 13 (Second Session) to determine final enrollment and salary amounts. If the department and instructor determine that enrollment is insufficient to justify a particular course section, then the decision to cancel that section should be made in time that students can find a substitute - normally no less than two weeks before the start of the session in question, and the academic department should make every effort to notify the affected students as soon as possible.

Online courses that are undersubscribed will be prorated on a schedule determined by each College, and may not be executed until the end of Free Drop/Add. If that is the case, then those will not generate pay in the first pay period of each Summer Session.

Pro-rating of overload Supplemental Pay forms based on student enrollment has been eliminated for AAUP bargaining unit Faculty (Salary Admin Plan 211)

Team Teaching

When more than one faculty member shares instructional responsibility for a course, each will receive a portion of his/her full salary according to their share of the course responsibilities. For example, if three instructors equally share in a three-credit course, each would receive one-third of his/her salary at the appropriate rank, or a salary equal to one credit. When S-contracts are prepared for team-teaching situations, the number of credits' pay attributed to each instructor should be noted in the " Reason for Payment" section, and those credits should sum to the registration credits of the class unless a specific exception has been granted in advance.

Employee/Dependent Fee Waivers

The utilization of a fee waiver in any course is subject to the provision that it must not add appreciable costs to the University. If salary proration or course cancellation would be appreciably changed by including students on fee waivers, then the instructor should discuss salary concerns with the unit funding the course (Academic Department or College).

Last modified: August 1, 2024