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Academic and Administrative Faculty

Base Salary

Administrative Faculty

51�ԹϺ��� Human Resources accepts requests to make permanent changes to base salaries four times per year, typically in April, July, October, and January. This includes promotions, equity, and additional duties as assigned. Please review the current schedule for deadlines.

To initiate this process, the supervisor submits a with the following information:

• Justification and reason for the change memo
• Proposed salary
• Proposed effective date
• Proposed title
• Position description (PDQ), if there are new responsibilities, highlight in yellow
• Organizational chart with new title
• Current CV/Resume
• Teaching responsibilities, if applicable
• The department will complete the .

The associate dean for human resources and compliance, associate dean for finance and facilities, and executive dean for administration will review for any equity, salary, and/or budget concerns and make a recommendation to the supervisor and the school of medicine dean, if applicable.

The school of medicine’s office of human resources will submit all documentation in Workday for review and approval by the 51�ԹϺ��� Office of Human Resources’ compensation and classification unit.

Academic

The supervisor or designee needs to submit a and attach the following documents:

• New job description (changes highlighted in yellow)
• Organization Chart (new position highlighted in yellow)
• Proposed salary increase
• Proposed title
• Funding PG#
• Salary Schedule 
• CV

The school of medicine’s office of human resources will review the request and discuss with the supervisor, if needed.

The school of medicine’s associate dean for human resources and compliance, associate dean for finance and facilities, and executive associate dean for administration will review for any equity, salary, and/or budget concerns and make a recommendation to the supervisor and the school of medicine dean, if applicable.

School-approved requests are presented to the office of academic resources within the 51�ԹϺ��� office of Executive Vice President and Provost for review and consideration.Provost-approved requests are entered into Workday.

Other Compensation

Extra-Contractual Compensation (ECC)

ECCs are additional money that is paid to an employee (administrative or academic faculty). Payment may be for a temporary assignment of work performed outside of the employee’s department or division. Payment may also be for overload teaching or additional shifts for physicians. This payment is considered “extra-contractual” if it is paid for services rendered during the base salary period and meets the following standards:  

• The payment is in excess of the employees stipulated salary.
• The payment is paid in connection with approved additional responsibilities/assignments and is paid from funds administered by the university.
• The payment does not exceed 25% of the employee’s base salary.

How ECCs are Processed

• Complete the Extra-Compensation and Supplemental Form and submit it to the office of human resources through the by the fifth of each month.
• The office of human resources reviews and obtains approval from the executive associate dean of administration, associate dean of finance and facilities, and chair of department. The form is then routed for Provost approval. ECCs for clinical staff must be approved by the vice dean for clinical affairs.  
• ECCs approved by the 10th of the month are paid on the following paycheck. If EECs are approved after the 10th, employees may not receive the payment until the next pay cycle.

Please note that physicians may receive extra compensation, paid through ECC based on the terms and conditions outlined in the Physician Compensation Plan.

Stipends

A stipend is additional compensation paid to an employee in addition to their base salary. It is provided as compensation for performing temporary higher-level duties or significant or varied duties, outside of the scope of their PDQ. Work is performed within the employee’s department or division.

How Stipends are Processed

Academic

For academic faculty who are being appointed to positions – such as assistant or associate deans and chairs – and for academic faculty who hold an additional administrative role: 

• Prior to submitting the request, the requesting department must have consulted with the school of medicine’s office of faculty affairs, budget and finance, and the dean’s office to ensure all appointment processes have been followed. This includes recommendations, voting outcome or comments from faculty, effective date, and amount of stipend.
• Requests will come from the department through the
• Requests should include memo, CV, and PDQ. If administrative appointment, a completed stipend form is also required. Choice of form depends on the appointment.

Administrative Faculty

Appropriate uses for stipends include: 

• Interim appointment to a higher level position: An interim appointment may be assigned to an administrative faculty member when a vacancy occurs and/or a critical business need is identified. Learn more about administrative faculty stipends on the 51�ԹϺ��� Human Resources website.
• Higher level duties: Assignment of duties of a significant nature typically performed by a role in a higher level position.
• Additional duties: Assignment of new duties, typically at an equivalent level or lower level and beyond the scope of the employee’s current PDQ.
• Special project work or leadership responsibilities assigned by university administrators: Assignment of duties to work on a project or leadership responsibilities for a limited period of time which are not covered under the assumed scope of the position.
• The department needs to complete the Stipend Request for Administrative Faculty Form and include this in the Request for Service. Requests should be submitted by the department through the .

Cost-of-Living Adjustment (COLA)

When the Nevada legislature meets every two years for the purpose of setting budgets for the coming biennium, it may approve COLA for state employees that includes academic, clinical and administrative faculty. The amount of increase is determined at that time for all employees. The Kirk Kerkorian School of Medicine at 51�ԹϺ��� physicians are also subject to a Physician Compensation Plan, which may affect the amount of COLA.

Annual Step (Merit) Increase

Merit increase is intended to encourage and reward faculty and professional employees. The merit begins with an evaluation process. To be eligible for merit, employees must receive at least satisfactory in all areas. Merits funds are determined by the legislature. For more information, see compensation and classification pages for administrative faculty and academic faculty.

Longevity Pay

Both administrative and academic faculty, part-time and full-time, who have eight or more years of service are eligible for longevity payments. In order to receive longevity pay, they must be employed within the Nevada System of Higher Education (NSHE) on the first of the month prior to the longevity payment. The individual must have received a rating of satisfactory or higher on their most recent performance evaluation.