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Proposed Revisions to PPP-07 on Extra Compensation

Description

The Report of the Task Force for Review of Stipends and Extra Compensation, which referenced Appendices C (revision to PPP-07 on extra compensation) and D (proposed policy on summer compensation), was approved by the Interim University Council (IUC) on July 11, 2016 following public comment.  However, as plans for implementation of these important policies were being developed by the President’s Executive Team and discussed further by the Interim-University Council at its September 12, 2016 meeting, it was deemed appropriate by the Interim-University Council that both appendices C and D be given a separate 30-day public comment period.

Requests for comments are requested for Appendix C (revision to PPP-07 on extra compensation).


Posted on: 9/19/2016
Closes on: 10/21/2016
Archived on: 10/21/2017

Primary Documents


The Request for Comments has been closed

Comments


[1] The policy is ambiguous and confusing with respect to reporting requirements. The policy states that "all outside professional activities for which there is remuneration must be disclosed by the employee to his/her supervisor." Problems with this statement include:

(a) The statement does not specify the timing of disclosure (is it OK to disclose after the fact, or must disclosure be prospective?) nor does it state the manner of disclosure (verbal? written? is there to be an official reporting form?);

(b) the statement appears to distinguish between "professional" activities, which are reportable, and other (non-professional?) activities that are not reportable. Is this the intended meaning? 

(c) The statement indicates that only activities performed for "remiuneration" must be disclosed. Is the definition of "remuneration" limited to compensation for services? For example, if a faculty member starts a company and takes no salary, but might profit from the sale of the company in the future, has there been "reumeration"? If a faculty member in the arts sponsors a Kickstarter campaign to raise money to underwrite the making of a documentary film, has there been "remuneration"? If a faculty member opens an eBay store and sells goods, but not services, has there been "remuneration"?

(d) The restriction to reporting activities for which there is "remuneration" makes no mention of non-remunerated conflicts of commitment. Where are conflicts of commitment addressed in ETSU policy?

[2] The policy does not speak to ethical or other conflicts of interest in the process of approving outside activity. Will the university tolerate arrangements (including unwritten ones) in which administrative approval of outside activity is granted in exchange for or on condition of something of value to the approver? For example, may a department chair and faculty member enter into an agreement that approves a faculty member's outside activity if, in exchange,  the faculty member takes the chair's hospital call, recruits patients for the chair's grant project , gives some guest lectures in the chair's course, etc?

[3] Are written agreements / approvals re: outside activity considered public documents subject to the Open Records Act? This should be clarified and perhaps addressed in the policy.

[4] For QCOM faculty whose employment contracts require separate employment by University Physicians (MEAC), is the MEAC employment governed by this policy? This should be clarified and, depending on the answer, further issues may benefit from attention in the policy,.

[5] The policy makes no reference to any right or procedure of appeal. In the absence of a specific right of appeal, an unhappy faculty member is left with no recourse other than the general university grievance policy. In the same way that workload disputes are referable to an internal departmental workload committee, could/should outside activities disputes be handled separately? See,  for example, the process established by George Washington University, available here::https://www.gwu.edu/~facsen/faculty_senate/pdf/AmendedCOI.pdf

 

 



Commentor: Thomas Schacht
Submitted on: 9/22/2016
On behalf of: Individual Faculty

Additional salary should be a component of specific leadership roles within the COM that are not part of each faculty's responsibility.  Examples of such roles would be Chair, Vice Chair, Program Director, Medical Director, Clerkship Director, Associate Program Director.  When the Base Salary is well below what is offered in the private sector, having additional monies attached to the roles would go a long way to acknowledge the time commitment and extra responsibiities inherent in the role and have outcomes and accountability attached to them for review during the annual evaluation.



Commentor: Beth Fox
Submitted on: 9/21/2016
On behalf of: Individual Faculty