Research Incentive Plan for Administrators Updated
Description: Research Incentive Plan for Administrators Updated October 2021 Office of Research and Innovation Program Changes effective October 2021 Due to the implementation of the SRM model, the Administrator Research Incentive Plan governance and
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slide1. Research Incentive Plan for Administrators Updated October 2021 Office of Research and Innovation<br>
slide2. Program Changes effective October 2021 Due to the implementation of the SRM model, the Administrator Research Incentive Plan governance and administration will move to the colleges, with approval given by each college dean based upon guidelines established by the Office of Research and Innovation.
GUIDELINES
The program changes apply to ALL grants regardless of submission date or grant start date.
The next incentive period will work towards realigning the time frame to the fiscal year calendar.
The next period will cover September 1, 2021 – June 30, 2022.
Incentive will be calculated over a ten month period.
Incentive requests will be submitted in July 2022.
The subsequent submission will account for a full twelve months, beginning July 1, 2022 – June 30, 2023.
Incentive requests will be submitted in July 2023.<br>
slide3. Program Changes effective October 2021 GUIDELINES (continued)
The Incentive Payment calculation is based on the salary recovery of the PI and the associated fringe.
Salary recovery is defined as the amount of salary expense that is transferred to a grant by a Planned Effort form and/or a journal entry.
The Incentive Payment calculation is as follows:
If student related expenses are posted in the grant cost center to any of the following account codes:
3511 – Regular Student
3192 – Graduate Assistants
4101 - Stdt Fees&Scholarships
Then the PI qualifies for an incentive payment equal to 85% of the salary recovery.
If no student support expenses are recognized, then the PI receives an incentive payment equal to 60% of the salary recovery.
NOTE: The TOTAL Incentive Payment can not exceed 44% of the TOTAL salary amount.<br>
slide4. Program Changes effective October 2021 GUIDELINES (continued)
The incentive payout to the PI can be :
Paid directly to the PI via incentive pay (paycheck)
Transferred to their WRAP account
Selected combination of the two.
NOTE: Direct payment to the PI will occur in one lump sum and not split across multiple pay periods.
The remaining percentage of salary recovery and 100% of the associated fringe on the total salary recovery is to be directed by the college.<br>
slide5. Program Changes effective October 2021 EXAMPLE 1:
Administrator’s salary is $100,000.
Salary recovery is $35,000
Student expenditures are recognized on the grant
Calculations:
Salary recovery of $35,000 * 85% = $29,750 Incentive Payment
Incentive payment is 29.75% of total salary
Administrator elects to receive 50% paid directly and 50% allocated to their WRAP account
College discretion on: salary recovery difference of $5,250 ($35,000 - $29,750)
and total fringe of $19,250 ($35,000 * 55% Fringe Rate for FY 2022)<br>
slide6. Program Changes effective October 2021 EXAMPLE 2:
Administrator’s salary is $100,000.
Salary recovery is $60,000
Student expenditures are recognized on the grant
Calculations:
Salary recovery of $60,000 * 85% = $51,000 Incentive Payment
Incentive payment exceeds 44% of total salary
Incentive payment is capped at $44,000
Administrator elects to receive the entire amount paid directly as incentive pay (paycheck)
College discretion on: salary recovery difference of $16,000 ($60,000-$44,000)
and total fringe of $33,000 ($60,000* 55% Fringe Rate for FY 2022)<br>
slide7. Program Changes effective October 2021 EXAMPLE 3:
Administrator’s salary is $100,000.
Salary recovery is $60,000
NO Student expenditures are recognized on the grant
Calculations:
Salary recovery of $60,000 * 60% = $36,000 Incentive Payment
Incentive payment is 36% of total salary
Administrator elects to receive $20,000 in incentive pay and $16,000 directed to their WRAP account
College discretion on: salary recovery difference of $24,000 ($60,000-$36,000)
and total fringe of $33,000 ($60,000* 55% Fringe Rate for FY 2022)<br>
slide2. Program Changes effective October 2021 Due to the implementation of the SRM model, the Administrator Research Incentive Plan governance and administration will move to the colleges, with approval given by each college dean based upon guidelines established by the Office of Research and Innovation.
GUIDELINES
The program changes apply to ALL grants regardless of submission date or grant start date.
The next incentive period will work towards realigning the time frame to the fiscal year calendar.
The next period will cover September 1, 2021 – June 30, 2022.
Incentive will be calculated over a ten month period.
Incentive requests will be submitted in July 2022.
The subsequent submission will account for a full twelve months, beginning July 1, 2022 – June 30, 2023.
Incentive requests will be submitted in July 2023.<br>
slide3. Program Changes effective October 2021 GUIDELINES (continued)
The Incentive Payment calculation is based on the salary recovery of the PI and the associated fringe.
Salary recovery is defined as the amount of salary expense that is transferred to a grant by a Planned Effort form and/or a journal entry.
The Incentive Payment calculation is as follows:
If student related expenses are posted in the grant cost center to any of the following account codes:
3511 – Regular Student
3192 – Graduate Assistants
4101 - Stdt Fees&Scholarships
Then the PI qualifies for an incentive payment equal to 85% of the salary recovery.
If no student support expenses are recognized, then the PI receives an incentive payment equal to 60% of the salary recovery.
NOTE: The TOTAL Incentive Payment can not exceed 44% of the TOTAL salary amount.<br>
slide4. Program Changes effective October 2021 GUIDELINES (continued)
The incentive payout to the PI can be :
Paid directly to the PI via incentive pay (paycheck)
Transferred to their WRAP account
Selected combination of the two.
NOTE: Direct payment to the PI will occur in one lump sum and not split across multiple pay periods.
The remaining percentage of salary recovery and 100% of the associated fringe on the total salary recovery is to be directed by the college.<br>
slide5. Program Changes effective October 2021 EXAMPLE 1:
Administrator’s salary is $100,000.
Salary recovery is $35,000
Student expenditures are recognized on the grant
Calculations:
Salary recovery of $35,000 * 85% = $29,750 Incentive Payment
Incentive payment is 29.75% of total salary
Administrator elects to receive 50% paid directly and 50% allocated to their WRAP account
College discretion on: salary recovery difference of $5,250 ($35,000 - $29,750)
and total fringe of $19,250 ($35,000 * 55% Fringe Rate for FY 2022)<br>
slide6. Program Changes effective October 2021 EXAMPLE 2:
Administrator’s salary is $100,000.
Salary recovery is $60,000
Student expenditures are recognized on the grant
Calculations:
Salary recovery of $60,000 * 85% = $51,000 Incentive Payment
Incentive payment exceeds 44% of total salary
Incentive payment is capped at $44,000
Administrator elects to receive the entire amount paid directly as incentive pay (paycheck)
College discretion on: salary recovery difference of $16,000 ($60,000-$44,000)
and total fringe of $33,000 ($60,000* 55% Fringe Rate for FY 2022)<br>
slide7. Program Changes effective October 2021 EXAMPLE 3:
Administrator’s salary is $100,000.
Salary recovery is $60,000
NO Student expenditures are recognized on the grant
Calculations:
Salary recovery of $60,000 * 60% = $36,000 Incentive Payment
Incentive payment is 36% of total salary
Administrator elects to receive $20,000 in incentive pay and $16,000 directed to their WRAP account
College discretion on: salary recovery difference of $24,000 ($60,000-$36,000)
and total fringe of $33,000 ($60,000* 55% Fringe Rate for FY 2022)<br>