Stipends are used to recognize temporary assignments that expand an employee’s duties beyond their current classification without a change in Band/Grade, grade, level, or rebel title. Stipends should align with the career level of the work being performed and must be tied to the scope and complexity of the additional responsibilities.
Key principles include:
- Temporary in nature: Stipends are intended for short-term assignments and should not exceed 12 months without formal review.
- Based on level of work performed: Amounts are aligned to the Band/Grade and career level of the temporary duties, not the employee’s current classification.
- Supports internal equity: Standardized ranges ensure fairness and consistency across units and divisions.
- Documented and approved: The stipend request form needs to be completed which should include a description of the temporary duties, expected duration, and justification for the proposed amount.
Note: Under the Fair Labor Standards Act (FLSA), most administrative faculty positions are classified as exempt and are compensated based on the responsibilities of the position rather than hours worked. Exempt employees are expected to exercise professional judgment in managing their work and are evaluated on outcomes and performance. As a result, they are not eligible for additional compensation for hours worked beyond a standard forty-hour workweek, as their salary is intended to cover all duties and responsibilities within the scope of their position.
In certain cases, administrative faculty may be eligible for a stipend based on the guidelines outlined below.
About Stipends
A stipend is additional compensation paid to an employee in addition to their base salary. It's provided as compensation for performing temporary higher-level duties, or significant or varied duties outside the scope of their PD. Work is performed within the employee’s department or division.
Appropriate Uses for Stipends
A stipend is appropriate for the temporary assignment of duties in the following cases:
- 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.
- Higher level duties: Assignment of duties of a significant nature typically performed by a role in a higher level position.
- Additional duties: Assignment of duties, typically at an equivalent level or lower level, and beyond the scope of the employee’s current PD.
- 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.
Inappropriate Uses for Stipends
- Reward for performance: A stipend is permissible for the assignment of temporary duties as outlined in the section above. It is not intended to reward good performance.
- Working more than 40 hours in a week: Under the Fair Labor Standards Act, exempt employees are not paid on the basis of the number of hours worked. Exempt employees are expected to meet operational needs and are evaluated on results achieved. Additionally, many roles require flexibility and adaptability. Employees may be expected to take on additional tasks as needed to support the team or organization without financial reward.
- Direct report duties: Stipends will not be provided for duties taken over from direct reports.
- Temporary assignment of work is performed outside of the employee’s department or division: In certain cases when an employee has a temporary assignment to perform work outside the scope of their current role and outside of their department or division, they may be eligible for Compensation in Excess of Base Salary. Contact the Office of Academic Resources for more information.
- Natural progression of work: As an employee gains expertise in their role, they are able to perform at a higher level. This may include task assignments that are considered within the scope of their responsibilities but not necessarily outlined in their PD.
Stipend Pay Guidelines
The Stipend Placement Guidelines provide clear guidance on how to structure these payments in a way that is consistent, equitable, and aligned with the Rebel Compensation Structure. It links stipend amounts to the career stream and level associated with the temporary work being performed, rather than the employee’s current position.
These guidelines help managers make informed decisions about short-term pay adjustments.
| Business Title | New Career Stream Alignment | Stipend Range (Monthly) | Annual Equivalent | Typical Use Case |
|---|---|---|---|---|
| Coordinator or equivalent | P1 – P2 (Entry / Developing Professional) | $250 – $350 | $3,000 – $4,200 | Taking on duties of a higher P-level role (e.g., P1 covering P2 work) |
| Analyst / Specialist | P3 – P4 (Fully Competent / Advanced Professional) | $375 – $500 | $4,500 – $6,000 | Covering additional projects, expanded portfolio, or short-term program leadership |
| Manager or Senior / Principal | P4, P5/M1 – M2 (Frontline/Emerging / Mid-Level Manager) | $500 – $750 | $6,000 – $9,000 | Acting as interim supervisor or leading a project team |
| Assistant / Associate Director | P4, P5, M3 (Senior Manager) | $600 – $850 | $7,200 – $10,200 | Assuming broader functional leadership or interim manager of multiple units |
| Director | P4, P5, M4 (Director / Senior Leader) | $800 – $1,500 | $9,600 – $18,000 | Interim department or division director responsibilities |
| Executive Director / Sr. Director | M5 (Divisional/College Leadership) | $1,250 – $2,000 | $15,000 – $24,000 | Interim executive leadership or strategic division head responsibilities |