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FY21 Updates - FAQ

MU Extension Employee Key Points + Q&A

Last Updated: 07/23/2020

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ADMINISTRATION
Administration and Support Units will take the following actions:

  • Consolidating administrative support and leadership.
    • This includes immediate layoffs and elimination of some leadership and support positions this calendar year.
  • Reducing our physical space to reduce our costs – we are charged for our space by the university in the new budget model.
  • Renegotiating and reducing cost commitments with external vendors.
  • Increasing efficiencies in marketing, communication, IT, web services and event management.

EXTENSION-WIDE

  • Across MU Extension, we will reduce the four core program areas and continuing education units by an average of 11%.
  • Most on- and off-campus open positions will be held open except in cases of impact to statewide coverage or external funding is secured.
  • We will implement payroll reduction measures for all faculty and staff as follows:
    • Exempt (salaried) employees (primarily on campus) will take a temporary 10% pay reduction for 3 consecutive months in August, September and October 2020.
    • Non-exempt (hourly) employees will take a one-week unpaid non-working furlough during the month of August or September 2020. Supervisors will work with employees to determine a time in August or September that works best for each team.
    • Off-campus faculty will have a permanent FTE adjustment. At this time, those who take permanent FTE reductions will not take further temporary pay reductions or furloughs. This is subject to change, however, if additional budget cuts become necessary in the coming months.
    • Academic units may or may not pursue payroll reduction measures. If an academic home department does not implement reductions, we will request that MU Extension funds for those positions be reduced in accordance with the MU Extension actions. If the home department does implement reductions, MU Extension funds will be treated the same as other fund sources for those positions.

OFF-CAMPUS FACULTY

  • Effective Sept. 1, all off-campus faculty will see permanent changes in their appointments. This applies to Field Specialist, CES & Instructor positions that are primarily county-based and not considered state specialists.
    • The FTE of these faculty will be reduced to 0.9 – or 90% of full time for a 12-month appointment.
    • The pay of these faculty will be reduced to 0.95 – or 95% of current salary.
    • New faculty contracts in FY21 will reflect similar changes – the exact reduction is still being determined.
    • Off-campus faculty will have an opportunity to increase their FTE up to 1.0 by seeking grant funding and working with program directors and educational directors in growing fee-based revenue.
  • These positions remain 12-month non-tenure track faculty appointments that require an annual plan of work and annual reporting of program activities, productivity and creativity relative to FTE. Faculty will work with their primary supervisors to make sure plans of work align with FTE.
  • Faculty members will work with their primary supervisors to develop individual plans for how this change works specifically with their role. Your supervisors are prepared to consider all the unique circumstances that will be affected.
  • Generally GRA will be reduced and current effort on grants, Smith Lever and match will remain the same.
  • We will fill open off-campus positions where coverage is needed and when external funding is secured.
  • We will work with the university to create clearer pathways for entrepreneurial activity.

Q&A — GENERAL

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    Q: How does reducing our space save money? How will you decide who will continue to come in to the office and who works from home?

    A: Campus “charges” us for the space we occupy, and we also incur expenses for cleaning and maintenance associated with our space. Each director will work with their team to determine the best arrangement for using the space allotted.

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    Q: If a person is asked to continue telecommuting on a more permanent basis, will there be any kind of support like a stipend or allowance to help create a home office space?

    A: Any arrangement of this kind would be established uniquely for each case. A stipend or allowance is not permitted, but appropriate equipment and supplies may be provided as needed to appropriately and efficiently perform job requirements. No university funds or equipment can be used for personal use so strict compliance would need to be established.

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    Q: What are the administration and director-level positions that are being eliminated? How and when will we know who is available on campus and who has been laid off and how that impacts our communications and support?

    A: We know everyone is looking for detailed answers, but out of respect for the people involved, we’re not going to make any announcements about these roles right now. The actions we have already taken include 3 filled Director positions and 2 filled staff positions from Administration and Support units. Other permanent cuts (layoffs, retirements and eliminated open positions) are expected to be announced in July. This is in addition to the temporary pay reduction measures.

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    Q: When you say the four core program areas and continuing education units are reduced by an average of 11% what does that mean? Does this include the temporary payroll reduction strategies or are these separate cuts?

    A: These are cuts to the on-campus programs and continuing education units that DO NOT reflect the payroll reduction measures. At this time, temporary payroll reduction measures are one-time cuts, whereas for program areas and continuing education units, each director made recommendations for ongoing budget cuts in those units.

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    Q: Now that we’ve taken these steps are we protected? Will there be any more layoffs?

    A: I wish I could tell you that this was all we’ll need to do. The truth is that no one knows what more we’ll have to do. Additional withholds from the state and other circumstances beyond our control are possible – even likely. We’re planning as best we can for those now, but additional budget cuts and staffing changes are a possibility.

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    Q: Will there be a reduction of the amount of support MU gives to county offices?

    A: At this time we plan to continue to support the councils through supplying internet access, accounting software and support, and 30% of local travel. We have invested in a small number of counties to get to a ¾ time office. The CES and RD have been notified when the funding will end for those counties.

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    Q: Will there be any changes in charging mileage for traveling for programming?

    A: At this time, the university plans to continue to apply the state mileage rate and MU Extension plans to continue the shared costs with counties (70% county, 30% MU). The amount billed to the county is set annually based on a 3-years rolling average, so if less travel occurs, a reset will happen in the next calendar year.

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    Q: Will there be county offices shut down because of this crisis? Or will offices be left without a CES, Field Specialist or staff?

    A: MU Extension does not intend to close offices. We place great value in the local Extension presence in every county. We are aware that further financial challenges may require that we consider other strategies to stay within our budget.

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    Q: Will we still have Winter Break?

    A: There has been no indication from campus that there will be a change to Winter Break. As the situation evolves we will provide updates if this changes.

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    Q: What resources are available to support our mental health as we process these changes?

    A: Please contact the Employee Assistance Program for support. The MU Psychological Services Clinic is also offering support for people experiencing anxiety and stress during this time. If you are in crisis, please contact your health care provider, or 9-1-1 in the event of an emergency.

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    Q: Being entrepreneurial looks different in different program areas and different parts of the state. How are you accounting for this so that everyone has an opportunity to grow their salary? How will conflicts of interest, competing against others in MU Extension and lost productivity in other areas be addressed as we seek outside funding to making up our salary shortfall?

    A: We’ll approach this as teams and use all the tools available to us. This will be addressed in the guidance from the salary enhancement work group as well.

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    Q: Will we be compensated for taking on additional duties as other employees leave (a field specialist taking on CES duties)?

    A: Workloads will be adjusted to meet new circumstances and expectations. Faculty will work with their supervisors to create appropriate plans of work. As always, temporary assignments may need to be made as staffing levels fluctuate.

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    Q: If I have been actively involved in raising funds for extension work in my county, can some of that be used to supplement my salary? If Extension Councils want to help can we pursue that as a potential partnership?

    A: Covering salary or other costs with county funds may be a possibility. Policies are in development to guide decisions. This is new territory for everyone and the working group is pursuing an aggressive timeline.

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    Q: Can we have more resources for grants? How do we get peer reviews done? Will administration fees from campus be reduced to allow more grants to come in? Will there be formal channels to help connect state and field faulty with grants?

    A: Yes, resource development tools and training will be part of the results delivered by the salary enhancement working group.

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    Q: I feel like, in the past 4-H specialists have not had the opportunity to be on grants, especially in the rural regions. How will 4-H specialists have the opportunity to make up the amount?

    A: Part of the responsibilities of 4-H state specialists includes writing grants and securing resources for the Missouri 4-H program, and state specialists are encouraged to include off-campus faculty effort in meeting the grant requirements. We suggest all our 4-H specialists work in teams to have more opportunity to get proposals funded. As you see revenue enhancement opportunities that may include partnerships and sponsorships, reach out to a state specialist or to our resource strategist, Suzanne Hansford-Bowles, for some additional assistance. All the grant proposals should be follow the guidance of the MU Extension office of Grants and Contract https://muextensionway.missouri.edu/support-units/fiscal/grants-contracts. It is true that Missouri 4-H has relied more heavily on membership dues, 4H Foundation (both state and nationally) and appropriated state and federal dollars to operate. Leadership does understand that moving forward, submitting quality proposals for competitive dollars will become a more prominent strategy for revenue growth that supports youth programming and activities.


Q&A — FURLOUGHS and TEMPORARY PAY REDUCTIONS (ON CAMPUS)

Please find answers to common questions from the UM System at https://www.umsystem.edu/ums/rules/hrm/hr700/hr710qas

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    Q: What is the difference between exempt and non-exempt employees?

    A: Exempt employees are monthly paid faculty and staff; non-exempt employees are hourly, bi-weekly paid employees. Exempt employees will take a 3-month 10% reduction in pay. Non-exempt employees will take a one-week unpaid, non-working furlough.

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    Q: Will these temporary or permanent payroll reduction measures apply to me if I’m in a college home department but paid by MU Extension?

    A: The academic home department may or may not pursue payroll reduction measures. If the home department does not implement reductions, we will request that MU Extension funds for those positions be reduced in accordance with the MU Extension actions. If the home department does implement reductions, MU Extension funds will be treated the same as other fund sources for those positions.

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    Q: How are the layoffs and reductions distributed across program areas and CE units?

    A: Anyone paid with MU Extension funding will be affected by permanent or temporary pay reductions.

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    Q: With the changes to administration, is there a chance our current supervisor might change?

    A: As we reorganize functions in administration and support units, this is possible.

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    Q: Will it make a difference if I don’t use university benefits such as health insurance?

    A: Choosing or not choosing university benefits does not affect payroll reduction measures.

Furloughs

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    Q: Can I take the furlough one day per week for 5 weeks?

    A: No. Furloughs will be five consecutive days in one pay week (Sunday through Saturday). The payroll calendar can be found at https://hrs.missouri.edu/benefits-pay/getting-paid/bi-weekly-pay-dates

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    Q: Can I use leave time to cover my pay?

    A: No.

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    Q: Can I work during my furlough and just not report my hours?

    A: No.

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    Q: Will the furlough affect my leave/vacation accrual? My health benefits? My retirement? Tuition assistance?

    A: You will not accrue vacation and sick time during your furlough. Other benefits will not be affected. Please contact Total Rewards to discuss your retirement.

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    Q: Will this affect people who are close to being vested?

    A: Periods of furlough are not creditable toward vesting under the UM Retirement, Disability and Death Benefit (Defined Benefit) Plan. Furlough periods are creditable toward vesting under the Defined Contribution Plan as service credit is determined from hire to termination of employment.

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    Q: Do these measures affect part time employees?

    A: Yes, they will experience a furlough proportionate to their FTE. Working additional hours prior to and after the furlough week will generally not be permitted. Please discuss with your supervisor.

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    Q: If I take my furlough week over Labor Day will I be paid for Labor Day?

    A: No.

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    Q: Can I choose when to take my furlough?

    A: Some supervisors may direct employees when their furloughs will be taken due to program needs. Others may have some flexibility. All furloughs will be taken in August or September 2020.

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    Q: Can I apply for unemployment during my furlough?

    A: Furloughed employees may become eligible for unemployment compensation, but state unemployment compensation requirements differ. Employees may apply for an eligibility determination to the Department of Labor’s Division of Employment Security. The Department of Labor’s website provides more information about unemployment benefits by state at https://www.careeronestop.org/LocalHelp/UnemploymentBenefits/unemployment-benefits.aspx. For Missouri, find the Department of Labor’s COVID-19 unemployment FAQ at https://labor.mo.gov/coronavirus.

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    Q: Can an Extension Council offer to pitch in more money to cover the one week furlough for a non-exempt employee so they don’t have to take a week without pay?

    A: No.

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    Q: Can I take my furlough in July before the CARES Act funding expires?

    A: No. Furloughs will occur in August or September.

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    Q: If I’m an MU employee but the county reimburses MU for part or all of my salary, am I still subject to the furlough?

    A: Yes. If councils have questions or ideas about impacts to a particular county, please discuss with the regional director.

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    Q: If I’m an MU employee but the county reimburses MU for part of all of my salary, can they choose to pay for the furlough?

    A: No. Counties that are paying part or all of the MU employee’s salary through MOU will not be invoiced for furlough hours. If the county has a PPP loan and guarantee, they will not be able to request reimbursement for the week of the furlough.

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    Q: If the county funds my salary and I am NOT an MU employee, am I still subject to the furlough?

    A: No, you will not be subject to an MU furlough. However, as each county council will be making decisions for council-paid employees, a county council may need to use a furlough or other method to address Covid fiscal concerns.

Temporary Pay Reductions

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    Q: Will the pay reduction affect my leave/vacation accrual? My health benefits? My retirement? Tuition assistance?

    A: This is a reduction in salary only. Other benefits will not be affected. If your retirement contribution is automatically deducted from your pay as a percentage, a smaller amount will be deducted in the paychecks that reflect your pay reduction.


Q&A — OFF-CAMPUS FACULTY / FTE CHANGES

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    Q: Off-campus faculty are taking permanent reductions in FTE and pay, but everyone else’s pay reductions are temporary. How did you come to that decision? Why aren’t we just making changes until the budget situation stabilizes? If we’re taking a pay cut, why do we also have to cut FTE?

    A: The salary reduction is a cut to the general revenue allocation. The FTE reduction gives faculty the opportunity to restore salary with grant funding, while still providing the required reduction from the GRA budget. These positions remain 12-month appointments because our work does not align with semesters as 9-month appointments do.

    FTE is reduced to 0.9 while pay is reduced to 0.95, representing a higher ratio of pay to effort than the current appointments. In addition, faculty now have the opportunity to increase their FTE up to 1.0 by seeking grant funding and working with program directors and educational directors in growing fee-based revenue. Faculty will need to work with supervisors and program directors on planning workload and program priorities that align with FTE. Some educational opportunities will be offered less frequently or discontinued.

    Alternative options were considered, including eliminating 7 filled positions and leaving vacant positions unfilled, however that approach leaves substantial gaps in coverage across the state.

    The FTE change for off-campus faculty is a permanent change because this is a model that needs time to be effective. This is a shift in our approach to extending knowledge and resources to Missourians in response to not only the current financial crisis, but the projected budget situation in coming years. State funding to the university, and our general allocation from the university are unlikely to be restored – you may recall that our allocation from MU has been reduced by more than $7 million since FY17 – a 27% reduction in the time period.

    There have also been permanent reductions on campus. The four core program areas and continuing education units has budgets reduced by 11% on average – this includes an average of 9.3% for the college units, which represents a permanent impact to faculty lines. Also, on-campus faculty are generally in a college academic department and not the Extension home department. These appointments are faculty positions within a college and report through a division director or department chair who works with Extension program directors on setting expectations and priorities. They frequently integrate teaching, research and extension work with both college and Extension funding.

    On-campus administration and program support accounts for 17% of MU Extension’s overall budget, and sustained 40% of the total overall cuts announced in May 2020. Layoffs include 3 filled director positions and 2 filled staff positions from administration and support units. Other permanent cuts (layoffs, retirements and eliminated open positions) are expected. This is in addition to the temporary pay reduction measures.

    Faculty have the ability to increase their FTE through grants and other sources of revenue as well as promotion increases that are significant. Staff do not generally have any ability to generate additional salary dollars to support positions. We have and continue to permanently cut support positions at a much higher rate than program delivery positions. Leadership has continually looked for ways to shelter program delivery from the majority of cuts but that is no longer possible.

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    Q: Will I have to cover more counties? Will I still be responsible for the same amount of programming?

    A: You will be a 12-month employee at 0.9 FTE. You will work with your primary supervisor to shape your workload and determine program priorities that are appropriately aligned with this change. Please see additional information in the question about specifics on 0.9 FTE.

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    Q: What about positions that are grant funded?

    A: Our intention is that the FTE and salary reductions be applied equitably across the organization with as few exceptions as possible. However, we know there are many circumstances that will require individual assessment and decisions. Many off-campus faculty have salary directly charged to a grant and corresponding effort is required. If grants are available or secured that allow additional salary to be directly charged to a grant and effort can be committed, FTE and relative salary may be increased up to 1.0.

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    Q: What about positions that have multiple different funding sources?

    A: The payroll reduction measures will be taken across the board for MU Extension funding regardless of the source. Our intention is that the FTE and salary reductions be applied equitably across the organization with as few exceptions as possible. However, we know there are many circumstances that will require individual assessment and decisions. Many off-campus faculty have salary directly charged to a grant and corresponding effort is required. If grants are available or secured that allow additional salary to be directly charged to a grant and effort can be committed, FTE and relative salary may be increased up to 1.0.

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    Q: What if I’m 100% federally funded?

    A: The payroll reduction measures will be taken across the board for MU Extension funding regardless of the source. This is part of our core funding and will be treated the same as general revenue funding.

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    Q: Will existing grants covering part of our salary count toward taking us down to 0.9?

    A: No. Generally, the general revenue portion of funding will be reduced by 10%. Any effort and funding on grants will remain the same, including federal capacity funds and the required match.

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    Q: What credit will be given to employees that already have part of their salary covered by grants? If I have a current grant that extends in to FY21, will the 10% make up the salary difference beginning in September?

    A: The current grant offset applied to positions is required to maintain current programming and was already committed to cover current salary and benefit obligations. It takes all sources of funds Extension receives to maintain on-campus and statewide presence.

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    Q: Will the grant application and funding process change at all?

    A: No, additional information about submission of grants through MU Extension pre-award staff can be found at https://muextensionway.missouri.edu/support-units/fiscal/grants-contracts.

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    Q: Will the reduction on FTE affect my retirement?

    A: Retirement could be affected. If you are a federal retiree, contact MU Extension HR. If you are a university retiree, contact UM Total Rewards. If you have university retirement, all years of service at or above 0.75 FTE are counted as one full year.

    The following information is from the MU Retirement Team: Employees continue to earn service credit under the Retirement, Disability and Death Benefit Plan (DB Plan or DB component of the Hybrid Plan) as long as they meet the minimum service basis of at least 75% FTE with an appointment during of at least 9 months. The overall pension calculation considers an employee’s average of their highest five consecutive years salary, so periods of time without pay or reduced pay may impact the overall pension calculation. To better understand how a reduction in FTE or salary may impact your final retirement calculation, contact your local HR Generalist, or the HR Service Center at (573) 882-2146, toll free at (800) 488-5288 or at [email protected].

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    Q: What about other benefits like vacation and sick leave, FMLA, maternity leave, health insurance, tuition assistance and loan forgiveness programs?

    A: Leave accrual is directly related to FTE. For employees who have over 5 years of service, the accrual will be 13.2 hours per month (maximum of 316.8) and those that have less than 5 years of service the accrual will be 10.2 hours per month (maximum of 244.8).

    Employees who are over the new maximum accrual vacation will have that excess paid out as a lump sum on a future check.

    When taking a full day off, that day should be considered only 7.2 hours of paid time off rather than 8.0.

    By FTE, 0.9 is still considered full time relative to all other benefits.

    Federal loan forgiveness program – please refer to the guidance found here: https://studentaid.gov/manage-loans/forgiveness-cancellation/public-service#qualify. If you have additional questions, you should contact UM Total Rewards.

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    Q: What does 0.9 FTE look like from a workload perspective? Can you be more specific about what this means? Do we now only work 36 hours per week? How will work plans be revised?

    A: You will be a 12-month, salaried faculty member at 0.9 FTE. You will work with your primary supervisor to shape your workload and determine program priorities that are appropriately aligned with this change. Currently, the university’s expectation of faculty is to define a plan of work that is supported by their supervisor. Each faculty member should have a current plan of work in place as of January 1, 2020 for a 1.0 FTE appointment. You will need to work with your supervisor to refine your current plan of work to reflect effort that is 90% of what is in your current plan.

    This change applied to exempt faculty positions and it is important to define these positions in terms of meeting expectations, not in terms of hours worked. Faculty members address the primary educational mission for MU Extension in teaching, disseminating and imparting basic and applied knowledge.

    Exempt positions require exercising discretion and independent judgment in the performance of duties and are paid an established salary and are expected to fulfill the duties of their positions regardless of hours worked. The work week for full-time exempt employees is normally considered to be 40 hours, however, greater emphasis is placed on meeting the responsibilities assigned to the position than on working a specified number of hours. Off-campus faculty are salaried/exempt positions and most off-campus faculty work more than 40 hours, as is common with professional-level positions across the public and private sectors.

    Leadership and supervisors will evaluate what is the highest priority and ROI for the university and the state. Regional Directors and Education Directors are working together to maximize efficiencies that will be reflected in new plans of work. Faculty can make recommendations based on what is valuable and important, and work with supervisors to reflect that in plans of work. Supervisors have final authority about job responsibilities.

    The expectation is that programmatic responsibilities are met in terms of the priorities of the organization that aligns to the FTE. Please refer to 310.035 Non-Tenure-Track Faculty UM CRR for additional information on non-tenure-track faculty academic appointment.

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    Q: What if the 5% salary reduction takes my salary below the FLSA minimum for exempt employees?

    A: Off-campus faculty positions are NTT promotable faculty positions, therefore the teaching exemption from the FLSA rule applies, and the 5% reduction will still be applied.

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    Q: Will faculty still be eligible for NTT promotion? Promotion when we finish our advanced degrees?

    A: Yes. These promotions are an important component of faculty compensation, and we’re committed to continuing to support faculty in these processes. It should be noted, however, that NTT promotion policies at MU are changing with the new budget model, and we don’t yet have specifics about how changes might affect us.

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    Q: I know that off-campus faculty can increase their salary with the use of grants. Is it possible for on-campus positions to offset the 10% cut for 3 months with grants?

    A: No, these are temporary reductions that apply to all sources of funds.

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    Q: Are regional directors (RDs) considered faculty? Which payroll reduction approach applies to them?

    A: Regional directors are in NTT positions with administrative responsibilities. They are subject to temporary pay reductions. RDs generally do not have the ability to offset or increase their salary with grants given their roles are considered “indirect” or “overhead.”

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    Q: Can I use a second, non-MU position similar to my faculty role to make up for my salary reduction?

    A: If you are able to secure a grant that is administered through MU, you may build in funding to increase your FTE to 1.0. This may also be a possibility if you develop a new fee for service opportunity in which your salary and benefits are built in to the cost to participants. We continue to work through the details on fee revenue and increasing FTE that we hope to share soon.

    The University of Missouri does not prevent employees from having a second job. However, it does not allow employees to use the job-critical skills they were hired for to work in any way that could be competitive to the programs or offerings of the University of Missouri. Consulting work in your subject matter area can occur outside the state of Missouri.

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    Q: If we will be focusing more on grant work, can we sunset programs that are not bringing in the level of revenue, ROI or impact that’s expected?

    A: Yes, work with your supervisor to determine areas of effort.

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    Q: For a CES, does the 0.1 reduction in FTE equate to .05 from CES duties and .05 from programming?

    A: No. You will work with your primary supervisor to shape your workload and determine program priorities that are appropriately aligned with this change.

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    Q: How are we to relay our FTE and pay changes to the public, councils and others who are interested?

    A: A guide for external stakeholders was provided via email, it is also available here: Operations Talking Points and FAQ (DOC)

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    Q: Can you show me an example of how I can use a grant to get my FTE back up to 1.0 and what happens to my salary? How are these percentages calculated?

    A: All off-campus faculty letters effective September 1, 2020 will indicate a .90 FTE with a 5% reduction in pay. If a grant is available to increase your FTE back to 1.0, you will receive a separate notification with that information including the expected effort and activities. Below are some examples that might help:

    Current 1.0 FTE (100%)

    • 35% Smith Lever
    • 35% – match of Smith Lever
    • 10% – salary directly charged to a competitive grant
    • 20% – general revenue allocation (GRA – this is what we receive from the University that is not currently matched on other grants or Smith Lever)

    September 1 – .90 FTE 5% reduction in pay (90%)

    • 35% Smith Lever
    • 35% – match of Smith Lever
    • 10% – salary directly charged to a competitive grant
    • 10% – general revenue allocation (GRA – this is what we receive from the University that is not currently matched on other grants or Smith Lever)

    The 20% GRA will be reduced by 10%. The effort on Smith Lever and the competitive grant remains the same. If the grant that is currently paying 10% can be increased to 20% (and the effort is also available to commit 20% to the grant obligations) – then the employee could go back up to 1.0 FTE with associated salary. New grants would also work this way.

    Smith Lever, SNAP-Ed & SBA funds are considered capacity funds or core funding and therefore are not eligible for increasing FTE back to 1.0.

    As FTE increases, pay will increase proportionately.

    For example - If current salary is $65,000:

    • Current salary: $65,000
    • Salary effective Sept 1, 2020 with 5% reduction: $61,750
    • .10 increase in FTE (from grants) - new salary: $67,925

    FTE cannot exceed 1.0. Base salary associated with FTE can only be increased by grants up to the proportionate FTE maximum.

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    Q: How will program fees be used to support faculty salaries?

    A: Mark Stewart is leading a team to evaluate how fees, contracts and other agreements can support increases in pay, and the team will make recommendations later this year. Options include using net program fees toward increasing FTE and associated salary, or using net program fees toward an incentive payment, or some combination of those. An incentive payment would be additional pay that does not increase FTE or base salary. We will provide updates on the progress of these recommendations as they’re known. Please see this issue of the exchange for more information.

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    Q: F&A (indirect) for a grant is 33%, is that going to be reduced to make it more attainable for field faculty to include salary offset? How many grant dollars will need to be included in order to restore the FTE to 1.0?

    A: There will be no change to the F&A structure. The grant dollars required to restore FTE depends on current salary and the capacity and type of the grant funding.

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    Q: Why did CES positions receive the same pay cut as Field Specialists? CES have the job duty to provide education AND be the office director. Field Specialists offer educational services, but do not manage the office.

    A: The time commitment relative to job expectations is the same in all faculty positions.