The University’s payroll system is based on the "percent of effort" concept. Federal regulations require each individual receiving salary support from a sponsored project to sign an after-the-fact certification of the effort distribution.
Faculty members are compensated based on a nine-month or 12-month salary depending on their appointment. Twelve-month faculty members are paid biweekly based on their annual salary. Nine-month academic-year salaries are paid in 20 equal installments for the period August through May.
Summer pay is based on the faculty member’s regular compensation for the continuous period that constitutes the basis of his or her salary. Faculty members on nine-month appointments are eligible for summer salaries. They are compensated at the same rate as the base period for the immediately preceding academic year, but compensation cannot exceed one-third of the nine-month rate for the entire summer. NSF allows only two-ninths of the academic year salary for summer pay. For part-time work or work during only part of the summer period, compensation will be adjusted proportionally.
Exempt staff may be professional or administrative. They are paid an annual salary on a biweekly basis and are not eligible for overtime but are eligible for specific fringe benefits. Annual and sick leave may be accrued, and the accrual rate of annual leave depends on the length of service. Sick leave is a fixed amount of time credited monthly.
Non-exempt staff may be professional or administrative. They are paid an annual amount for a 37.50-hour week or portion thereof. If they work more than 40 hours in one week, they are eligible for overtime at one and one-half times their normal hourly compensation or compensatory time at time and one-half. Non-exempt staff members are eligible for specific fringe benefits. Non-exempt staff members accrue annual and sick leave. The rate of accrual for annual leave depends on the length of service, and sick leave is a fixed amount of time credited monthly.
Each individual college or department sets compensation for graduate research and teaching assistants. They are paid a fixed amount for their overall contribution of effort, not on an hourly basis. They are eligible for coverage of worker’s compensation but are not eligible for other fringe benefits.
Temporary employees are staff members who work a limited period of time based on their appointment. In some cases, they are eligible for certain fringe benefits but not annual and sick leave.
Student employees are staff members who work a limited period of time based on their appointment. In most cases, they are paid an hourly wage and are eligible for worker’s compensation only.
Temporary Grant Positions are created for technical, professional and/or clerical staff employed for sponsored projects; the position must be identified in the budget as such and continue for the duration of the project. The project must be awarded before a temporary grant position can be established.
Annual, holiday and sick leave pay and other paid absences are included in salaries and wages and are claimed on grants, contracts and other agreements as part of the normal cost for salaries and wages. Separate claims for the costs of these paid absences are not made.
Clemson University policy normally prohibits employees from serving as paid consultants on intra-University programs. Personnel commitments necessary to perform intra-University-consulting activities are within normal job responsibilities unless the conditions listed below apply. Office of Management and Budget Circular A-21 permits faculty members in unusual cases to receive extra pay on a sponsored research agreement when they serve as consultants on a training or research grant for which another faculty member in another department is the PI. Prior approval by the granting agency, the affected University departments and the State Division of Human Resource Management is required. The PI must prove that consulting services are essential and cannot be provided by persons already budgeted for salary support on the grant or by departmental personnel. The consulting work performed must be in addition to the University employee’s established duties.
Before extra pay for intra-University consulting can be approved, all of the following conditions must exist:
The payroll system is both a time and an effort reporting system. When grants and contracts are involved, the effort reporting takes on major significance. A number of federal regulations must be met in order to satisfy audit guidelines. There are basically three ways in which the University system reports effort:
Frequent communication among faculty members, principal investigators and departmental payroll staff is required to ensure good effort reporting and to avoid unnecessary corrections. Each department must develop proper communication channels and address problem areas. The following instructions apply to the effort certification process: