Reward and Recognition Policy
The University of Utah College of Nursing is a research-intensive academic unit of a Research 1 university. The strategic plan of the CON includes several strategies to increase the research activities of the College. These include increasing: (1) NIH ranking based on extramural funding for research, (2) the number of faculty investigators, (3) the number of grant submissions and funded grants, and (4) the number of scholarly publications that enhance our reputation, visibility, and scientific contribution. The plan also proposes that the CON develop ways to recognize and provide rewards for successful scholarship. These guidelines are proposed to try to establish some consistency in how we provide both time and incentives to grow the research enterprise.This Reward and Recognition program will be funded by returned overhead [indirects or the percent returned to the university for facilities and administration (F&A)] from funded research and training grants and is dependent on an ongoing revenue stream from this source. Regular and paid auxiliary faculty are eligible for awards under this policy, with some eligibility exceptions for Summer Scholarship Institute (see #3 below). Faculty must be employed in the CoN at the time of the distribution of any Reward and Recognition award.
1. Research and Training Grant Incentive Program
Awarded annually to Principal Investigator in fall semester for activities in the previous year. The PI can choose to share the award with others.b) Qualifying grants include all peer-reviewed extramural grants and university level, peer-reviewed grants (i.e., UU faculty seed grants and University Research Committee but not college or departmental grants (e.g., CoN Research Committee).
c) If there are multiple PIs, awards are based on the assumption of equal effort and the award is divided equally among PIs. If one or more co-PIs are not CoN faculty members, the award to CoN faculty will be proportional to the equally divided effort.
For each peer-reviewed grant submitted
| >$50,000 | $ 500 | |
| $5,000 to $49,999 | $ 250 | |
| < $5000 | $ 100 |
For each peer-reviewed grant awarded
| >$50,000 | $1000 | |
| $5,000 to $49,999 | $ 250 | |
| < $5000 | $ 250 |
2. Space in the Emma Eccles Jones Nursing Research Center
b) First Priority: Funded investigators (with bridge between funding up to two years) whose studies are headquartered in the Center and their staff
c) Second Priority: Faculty who have submitted grants within past year
d) Third Priority: Faculty who have committed to submit an extramural grant this year
3. Summer Scholarship Institute
b) Research Arm: For achieving goals = 1 month summer salary
The details for the Summer Scholarship Institute are guided by the College of Nursing Research Committee and may vary from year to year. Some faculty may not be eligible for SSI (e.g., faculty with 12-month appointments, new faculty start-up packages including summer salary). SSI eligibility criteria, application procedures, and award requirements are detailed in SSI information distributed yearly.
4. Small Grants Program
The College of Nursing Research Committee reviews applications and oversees small grant awards. Proposal can be submitted monthly. The Committee annually determines the amount of awards (in 2008-9, up to $5000 can be requested).5. New Tenured and Tenure-Track Faculty Start-Up Packages
The specific details would be delineated in the offer letter and subject to negotiation at the time of hire and could include:
b) Start-up salary supplement for up to 4 years. This is a supplement to the 9 or 12 month base pay. (This salary supplement is replaced by #2 in Year 05 or sooner).
c) Development fund $1000-$5000/year (renegotiated annually) and specified in annual contract letter. Additional development funds can be accrued as specified in 2 and 3.
d) Protected time for Research =up to 50% annually for new tenure-track or tenured faculty for two to three years, then extramural support or clear evidence of seeking extramural support (for the third year) is needed to protect time or teaching workload increases. Workload assignments are negotiated annually in a systematic process. Faculty would initiate negotiation with their Division Chair and should discuss their plans with the Associate Dean for Research.
6. Salary Support and Supplements after Extramural Funding Award
b) Can include summer salary if grant supported and/or 12 month contract if 50% or more of 12 month base salary is grant supported. Details with clear terms and conditions including duration and requirements to maintain are delineated in annual contract letter.
c) One-third of indirect costs will be returned to faculty (50% to the PI and the remaining 50% apportioned to principal and co-investigators by percent effort on the grant) the following year as a salary incentive or development fund. This amount will replace all research salary supplements for faculty beginning their fifth year (based on revenue during 4th year) or beyond of employment. Faculty who have extramural funding earlier may negotiate whether to receive the one-third of indirects or a set amount during the first four years.
Notes:
b) Any non-consumable purchases become the property of the University. Any property or remaining funds in individual development activity accounts are University property and remain at the University upon termination of employment.
c) Endowed chairs may have alternate negotiated benefits congruent with the gift agreement that supports their chair.
