Neurology GEO - FACULTY HANDBOOK

these faculty will be phased in over three (3) years (a third each year) until the UC salary is fully reduced in the third year to comply with these guidelines. • To reduce the impact on the faculty member’s retirement due to any reduction in UC salary, the new UC salary will be grossed up to account for a portion of the lost pension contribution. Example: o Original UC salary = $100,000 with 14% employer retirement contribution =$14,000 o New UC salary = $60,000 with 14% employer retirement contribution = $8,400 o Retirement impact = $5,600* o Grossed up UC salary = $65,600 Examples EXAMPLE A: Dr. Smith has a UC salary of $100,000 and covers 80% of his/her total salary with NIH grants. Dr. Smith is awarded a VA Merit Review grant with a $50,000 salary line. Dr. Smith’s UC salary remains unchanged and his/her total compensation increases to $150,000 ($100,000 from UC; $50,000 from VA). EXAMPLE B. Dr. Smith has a UC salary of $100,000 and covers 60% of his/her salary with NIH grants. Dr. Smith is awarded a VA Merit Review grant with a $50,000 salary line. Dr. Smith’s UC salary is reduced to $85,000. Dr. Smith’s total compensation is now $137,100 ($85,000 salary and $2,100 retirement gross up from UC; $50,000 from VA). EXAMPLE C. Dr. Smith is an Associate Professor and has a UC salary of $100,000 and covers 20% of his/her salary with NIH grants. Dr. Smith is awarded a VA Merit Review grant with a $50,000 salary line. The AAUP minimum salary for an Associate Professor is $59,540. Dr. Smith’s UC salary is reduced to $59,540. Dr. Smith’s total compensation is now $115,204 ($59,540 salary and $5,664 retirement gross up from UC; $50,000 from VA). Organizational units may institute policies more, but not less, restrictive than these guidelines if desired. Related Links:

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VA MERIT AWARDS I PAGE 2

HB PAGE I 68

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