806.600 - Additional Compensation of Academic Appointees
The charts below summarize relevant policy and procedural information and as such do not address every possible situation. To that extent, the information reflected below must be read in conjunction with applicable academic personnel policies and collective bargaining agreements. Such policies and agreements are subject to change. In the event of any conflict, the policies or collective bargaining agreements prevail.
If there are questions, consultation with the divisional academic personnel office and/or Academic Personnel Office (firstname.lastname@example.org) should occur before any compensation commitments are made and/or service is performed.
- Additional compensation is defined in systemwide academic personnel policy (APM 600) as any compensation other than an administrative stipend paid to an appointee by the University in excess of the appointee’s full-time salary. However, certain provisions of the APM 600 series apply to part-time appointees as well.
- Academic senate members are recognized for all research, teaching, and service activities in their academic personnel review. Additional compensation is only allowed for limited activities as designated by UC policy, and for additional job-related activities performed during certain off-duty periods (e.g., summer salary for academic-year appointees).
- For non-senate appointees, there should be an assessment of whether additional work falls under the umbrella of base compensation, additional compensation, or whether multiple concurrent part-time jobs are more appropriate. This is a case-by-case assessment that takes into consideration issues of recruitment compliance, delegation of authority, academic personnel classification and review criteria, and the nature and timing of the additional activities. Although concurrent employment is separate from additional compensation, information about concurrent employment is included in these charts to assist in these situations.
- Additional services above full-time employment, whether compensated or uncompensated, shall not interfere with recognized University duties.
- All compensation must be allowable under the terms and conditions of the funding source.
- All wages are subject to tax withholding and other applicable deductions. Employees may consult with the Payroll Office regarding gross-to-net calculations.
- APO and home division approval is required on all one-time payments and all multilocation appointments.
- Activities for which additional compensation is allowed do not count toward the limits on compensated outside professional activities described in APM 025, except where noted in the chart. It is not allowable to use APM 025 days to receive compensation above the one-third (3/9ths), one-twelfth, and one-eleventh limits described in APM 600-14. However, 025 days can be substituted for vacation days to meet time reporting requirements, as noted in the chart.
- For compensation of UC retirees, see CAPM 500.205 - Recall of Academic Appointees.
- For administrative stipends for academic appointees, see CAPM 805.633 - Administrative Stipends for Academic Appointees.
- UCSC does not currently have any degree programs that qualify for compensated additional teaching under APM 662. For additional teaching performed at a different UC campus, consult with APO before any commitments are made.
- For definitions of each payment type, see related APM policies:
- The Method of Payment column refers to terminology used in the Payroll/Personnel System (PPS). An “appointment” in PPS does not necessarily imply that a separate academic appointment review/ offer is required.
The following University activities may be sources of additional compensation:
- a. Senate Faculty (Academic-Year Appointees)
- b. Senate Faculty (Fiscal-Year Appointees)
- c. Non-Senate Academics (Academic-Year Appointees)
- d. Non-Senate Academics (Fiscal-Year Appointees)
- e. Registered Students