Externally Funded Career Awards
The Board of Regents, at its meeting held on Thursday, June 22, 2000, approved the establishment of a Policy on Externally-Funded "Career Awards", in accordance with the Terms of Reference as presented.
Policy on Externally-Funded "Career Awards"
The purpose of this policy is to encourage and recognize receipt of "Career Awards" by faculty members. These awards generally have the following characteristics:
1. The funds were applied for by academic units or individuals within academic units;
2. The funds were received on behalf of individuals from one of the national granting councils (or equivalent);
3. The funds approximate the individual’s regular salary;
4. The award is for a fixed period of one year or longer.
This policy covers all such "Career Award" funds in all academic units of the University. It does not cover other programmes such as the "Canada Research Chairs" funded by the federal government.
The Vice-President (Academic) is responsible for maintaining and applying the policy.
1. The "University Salary" is defined as the salary of the individual at the start of the award period, including market differentials, plus step increases and other adjustments as covered by the relevant collective agreement or University policy as appropriate.
2. One step on the appropriate salary scale times the number of years of the award will be added to the University Salary and these steps will be referred to as a "Temporary Salary Supplement".
3. If the University Salary plus the Temporary Salary Supplement is less than the amount of the award, the salary will be changed to a "Temporary Salary" at the nearest step on the appropriate salary scale at or below the award amount. This Temporary Salary will be subject to any increments due from the application of the collective agreement or University policy, as appropriate.
4. The University Salary (including all market differential steps) will be maintained as a "shadow salary." Scale increases, annual increments and other increments (for example, for promotion) will be added to the shadow salary from time to time as determined by the collective agreement or University policy, as the case may be.
5. At all times during the award period, the individual will be given the higher of the University Salary or the Temporary Salary.
6. If, at the conclusion of the award period, the shadow salary is lower than the Temporary Salary, the salary of the faculty member will revert to the University Salary.
7. If the career award is extended or renewed, or a subsequent career award is given, it will be treated as a new award using the recipient’s current University salary as a basis.
8. The budget unit of the award recipient will provide the Temporary Salary Supplement.