POLICY FOR
CASH BONUSES FOR ACADEMIC APPOINTEES AT IUPUI
1. Schools (and
units) should establish a policy for awarding cash bonuses to academic
appointees for particularly meritorious achievements during the period for
which raises are determined.
2. The cash bonus
policy of each school and its departments must be consistent with the salary
policy of the School and with the salary policies of IUPUI and IU.
3. The appropriate
governing body of each school shall develop a school policy for the awarding of
cash bonuses. This policy may be written
to apply uniformly to all departments, or it may allow each department to
develop its own implementation policy.
Both the school policy and the departments’ policies should be approved
in the same manner in which other policies are written and approved.
4. The school and
department bonus policies must be in writing, be approved by the school dean
and by the Dean of the Faculties, and be reviewed for possible revision at
least once every five years.
5. Bonuses will be
based on excellence as defined by the school and department in their promotion
and tenure documents. Excellence in at
least one of the areas of teaching, research/scholarship, service—or as permitted by individual Schools, a
balance of excellence in all three—must be achieved by the academic appointee,
in order to qualify for a bonus. In
addition, at least satisfactory performance in the other area(s) of
responsibility must be achieved. Bonuses
shall not be awarded merely because of the availability of funds.
6. Funds for bonuses
should come primarily from overhead and salary savings, unfilled positions, and
development funds. Bonuses may not be
given from funds that are intended for yearly raises. In extraordinary cases, where funds are not
available at the department level, the dean might make funds available. Cash
bonuses are not renewable, nor may they be added to the awardee’s
salary base, but an individual may be considered for cash bonuses in successive
years.
7. Bonus awards, like
salaries, must be a matter of public record. The fiscal officer initiating the
award must keep records of these transactions and make
them available upon request. The percentage of each awarding department and/or
school’s budget allocated to such bonuses annually must also be a matter of
public record, and available upon request.
8. The determination
of recipients in departments should be made at the department level except for
department chairs, whose bonuses should be determined at the dean’s level
either by the dean or an appropriate committee.
The department’s cash bonus policy should state whether the
determination for awardees other than the chair is made by a department
committee or by the department chair.
The school’s cash bonus policy should state whether the determination
for chairs is made by the dean or by an appropriate committee at the school
level, such as its budgetary affairs committee or promotion and tenure
committee.
9. The amount of the
bonus may be up to 10% of the base salary for ten-month appointees or one
month’s salary for twelve-month appointees and should be given in conjunction
with annual raises.
10. The bonus may be
paid in monthly installments or as a single payment. Cash bonuses cannot replace raises but are
awarded in addition to raises, which should be awarded equitably and
independent of any cash bonus award.
Passed by Faculty
Affairs Committee: 2/03
Approved for First
First
Passed by Faculty
Council: 5/03