Frequently Asked Questions (FAQs)
This transition, once complete, will result in a specific faculty contract term consistent with the 9-month academic year duration. By explicitly stating the 9-month duration of academic year responsibilities for faculty on continuing appointments, the faculty's time and effort outside of these periods is clearer. This change enables grant-supported faculty to allocate a greater portion of their grant funds toward summer efforts. Additionally, as most universities follow 9-month contracts, aligning with this common standard will simplify the transition for faculty members moving from other institutions to Baylor University.
No. The university will also continue to appoint some faculty to year-round (YR) appointments, sometimes known as 12-month contracts. This is primarily for faculty who teach in trimester programs. YR contracts are not used for academic year faculty who have an added administrative appointment for summer (see FAQ #15 for more information on administrative summer appointments).
No. Every faculty member’s total AY contract salary will remain the same.
One month of the 9-month AY contract is 11.1% (i.e., 1 month ÷ 9 months = .111 or 11.1%). The new monthly percentage has implications for sponsored projects.
Yes. Baylor will transition all AY and YR faculty from a monthly to a semi-monthly payroll schedule. Beginning in January 2027, they will be paid twice a month, typically on the 15th and last day of the month. This enables the payroll schedule to align more closely with the contract dates, thereby supporting Baylor's ongoing regulatory compliance. Exempt staff and graduate students will also transition to the semi-monthly payroll schedule. Please visit the Semi-Monthly Payroll website for specific details about pay dates on the new semi-monthly schedule.
Yes, faculty whose AY contract begins August 16, 2026, have the option to receive their academic year salary over 12 months. This election will divide the academic year salary amount into 24 semi-monthly paychecks instead of 18 semi-monthly paychecks, with all deductions and withholdings based on 24 semi-monthly paychecks. Refer to the Faculty Deferred Pay Election website for more information.
Monthly benefit costs and tax withholdings will be unchanged; however, they will be split between the two pay periods. Similarly, tax withholdings and all benefit deductions, such as health insurance, retirement contributions, and other programs, will be split equally between the two paychecks each month.
The total summer compensation is limited to a maximum of 33.3% of the previous academic year’s Institutional Base Salary (IBS) for a combination of summer assignments to include teaching, research, service, and administration performed on and off campus. Those who charge faculty effort during a summer month to a sponsored project, please also review FAQ #13.
Those with grant or research support across the summer will get half a month of that support in May, a full month in June and July, and half a month in August. See #13 below for information about the 95% effort cap on sponsored projects during the summer.
Teaching in the Wintermester is paid as an overload to the spring semester compensation.
Teaching in the May Minimester and Summer terms is determined by the school’s/college’s policies regarding summer pay. Please consult your dean’s office. As a reminder, teaching is subject to the total summer compensation cap of 33.3% of the previous academic year’s Institutional Base Salary (see FAQ #8).
Faculty teaching and/or directing a short-term study abroad course are subject to the compensation structure in BU-PP 745. As a reminder, teaching is subject to the total summer compensation cap of 33.3% of the previous academic year’s Institutional Base Salary (see FAQ # 8).
Salary charged to a sponsored project is based on a faculty member’s Institutional Base Salary (IBS), multiplied by the proportion of effort devoted to that project during the summer. Beginning in summer 2027, Baylor will limit the amount of summer salary that may be charged to sponsored projects to 2.85 months. This preserves a minimum of 5% effort for non-sponsored activities, such as proposal development, administrative responsibilities, and general academic duties. This approach aligns with sponsor expectations that effort charged to sponsored projects be reasonable is intended to support both faculty and the institution in remaining compliant in effort reporting.
Faculty with 12-month appointments are fully employed for the full calendar year and do not have additional effort to allocate to other funded work, such as summer teaching, grants, and sponsored programs. This does not preclude a temporary overload that is justified and approved by school/college procedures.
Stipends for assigned leadership roles (e.g., chair, division leader, program director, associate dean) will continue to be determined by the relevant dean. Expectations for time spent on administrative tasks shall align reasonably with stipend. Stipends for administrative work are subject to the institutional total maximum of 33.3% of the previous academic year’s Institutional Base Salary (IBS) for summer pay (see FAQ #8).