School of Nursing: Policy On Faculty Reimbursement (Summer Pay)


School of Nursing: Policy On Faculty Reimbursement (Summer Pay)

Unit Policy



The purpose of this policy is to outline which faculty are reimbursed for summer workload.

Scope of Applicability

This policy is applicable to School of Nursing (SON) faculty with nine-month appointments.


Policy Statement

Faculty members at UNC Chapel Hill School of Nursing hold either nine-month or twelve-month appointments. Both groups receive paid time off on state-approved holidays. Otherwise, salaries for both groups are based on worked time and distributed across 12 monthly paychecks.

For faculty with nine-month appointments, workload is calculated on and distributed over the nine months of the academic year.

For faculty members on twelve- month appointments, workload is calculated on and distributed over twelve months. Salaries for persons with twelve-month appointments are therefore 12/9ths of the base full-time-equivalent nine-month salary rate.

Administrative posts are generally twelve-month appointments; however, with approval of the Dean, SON administrators may retain nine-month appointments and perform only administrative duties for the summer months. Under these conditions, salaries are calculated in the following manner: Nine month base salary + administrative supplement + (3/9ths of the nine-month base salary multiplied by the percentage of the administrative appointment).

Guidelines for Summer Pay for Faculty on Nine-Month Appointments

Nine-month faculty members may earn additional salary from summer employment for work related to teaching, research, and/or practice. In general, a nine-month faculty member's summer salary can not exceed 3/9ths (33.33%) of his/her base salary.

Calculations of summer salaries are based on the following guidelines:

  • For faculty members who teach during the UNC Chapel Hill Summer Sessions, the teaching assignment is for three additional months of pay 3/9ths or 33.33% of base salary.
  • For faculty with extramural support:
    • It is expected that the extramural support will be paid out in accordance with the final budget approved by the funding agency.
    • In general, total summer support from any one funded project will not exceed 3/9ths of the academic year base pay. Exceptions include Career Development Awards (K series) which require a 75% time year-round commitment and situations where the agency has approved a major time commitment for expanded scope of work during the summer.
    • Other requests for a higher amount must be approved by the relevant Associate Dean (Research, Academic Affairs, etc.) in consultation with the direct supervisor.
    • Once a grant is funded, extramural support for faculty salaries may not be shifted from the 9-month academic year to the summer without approval of the relevant Associate Dean in consultation with the direct supervisor.
    • Further, if extra funds are available in the grant (e.g., due to not filling positions) and a faculty member wishes to use the money to increase salary support, the percent increase should be applied equally to the 9-month academic year and the summer.
  • Multiple funded grants or grants in combination with teaching and/or administrative activities may result in summer salaries that exceed 3/9ths of the nine-month base salary; however, summer salaries may not exceed 3/9ths of the nine-month base salary.
  • Faculty members will be eligible to submit for summer awards (for research, teaching, practice, CE) if their expected earnings with the award would not exceed 12/9ths of their full-time-equivalent base salary. Partial awards are possible.

Contact Information

Policy Contact

Lisa Miller, Associate Dean for Administration

Other Contacts


Important Dates

  • Effective Date and title of Approver: 11/22/2004 - Dean's Cabinet
  • Last reviewed by Leadership Team 4/12/2022

Approved by:

Lisa Miller, Associate Dean for Administration

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Article ID: 132375
Thu 4/8/21 9:29 PM
Mon 4/18/22 1:22 PM
Responsible Unit
School, Department, or other organizational unit issuing this document.
School of Nursing
Issuing Officer
Name of the document Issuing Officer. This is the individual whose organizational authority covers the policy scope and who is primarily responsible for the policy.
Issuing Officer Title
Title of the person who is primarily responsible for issuing this policy.
Associate Dean, Administrative Services
Next Review
Date on which the next document review is due.
04/12/2025 12:00 AM
Last Review
Date on which the most recent document review was completed.
04/12/2202 12:00 AM
Last Revised
Date on which the most recent changes to this document were approved.
04/12/2202 12:00 AM
Effective Date
If the date on which this document became/becomes enforceable differs from the Origination or Last Revision, this attribute reflects the date on which it is/was enforcable.
04/12/2202 12:00 AM
Date on which the original version of this document was first made official.
11/22/2004 12:00 AM