A significant percentage of University faculty conduct research and perform other services for which a portion of their salaries and benefits are supported through funding from sponsored sources. Under cost reimbursable agreements, the distribution of faculty and staff compensation and benefits charged to a sponsored project through payroll should reasonably reflect the allocation of effort committed by faculty and others who work directly on the project as set forth in the governing contract.
The purpose of this policy is to establish the requirements necessary to ensure that faculty who enter into such contracts align their annual FWLA with the allocation of effort committed to sponsored programs. Actual effort is evidenced through periodic certification of University Effort reports that are produced through the actual distribution of payroll.
The University of Louisville requires each faculty member to present an annual work plan that is endorsed by their department chair for approval by the dean. The approved FWLA identifies the allocation of each faculty member’s responsibilities into categories such as teaching, research, service, and other institutional obligations. The FWLA should identify and segregate any compensation and activities not included within the definition of Institutional Base Salary.
It is incumbent upon each faculty member not to commit effort to sponsored programs in excess of those activities approved within the FWLA without prior approval to amend the committed sponsored workload. This is intended to minimize the risk of committing effort in excess of the percentages of Institutional Base Salary allocated to research, training/instruction or community service per the FWLA.