Administrative Compensation for Faculty Administrators – School of Medicine

March 22, 2019
(Revised January 25, 2021)


RE: Administrative Compensation for Faculty Administrators (less than 100%)

This revised document outlines the updated guidelines for School of Medicine faculty who hold less than 100% administrative appointments.


For the purposes of this guideline, the following titles are eligible for additional administrative compensation:

  • Associate Dean
  • Vice Dean
  • Senior Associate Dean
  • Department Chair
  • Department Vice Chair
  • Director
  • Associate Director
  • Faculty Assistant to the Dean
  • Interim/Acting appointments in the aforementioned titles

Administrative Stipend, Additional Administrative Compensation, and Appointment Limits

Administrative stipends are retirement base-building and are limited to a maximum of $25,000 annually.

Additional administrative compensation are non-retirement base-building that may be used to supplement up to $25,000 of the administrative stipend. Appointment memos should include the additional administrative compensation amount and that it will be paid as “additional compensation”.

The administrative stipend and the additional administrative compensation may not exceed a total maximum of $50,000 annually, per administrative appointment (see below for exception requests).

Appointment limit for a faculty administrator may not exceed more than two administrative appointments at the same time. Appointment memos should provide information on any existing concurrent administrative appointments, and include an acknowledgement that conflict of interest between the two positions does not exist.

Approval of compensation within the above-stated guidelines for these faculty administrators is delegated to the dean. Any exceptions to the compensation models outlined above are subject to review and approval by the Vice Provost for Academic Personnel and require approval prior to the effective date.

Compensation Components

Basic Science Departments: faculty administrators in the basic science departments can receive compensation in the form of a stipend, additional administrative compensation, and/or salary shortfall funds in support of their total negotiated salaries (TNS).

Clinical Science Departments: faculty administrators in the clinical science departments can receive compensation in a combination of stipends, additional administrative compensation, salary shortfall support, and/or clinical time buy-outs via health sciences compensation plan ‘Y’ and ‘Z’ components of pay.

  • Clinical Directors/Associate Directors: In general, directors and associate directors of the clinical enterprise will receive administrative compensation in the form of ‘Z’ component of pay.
  • Clinical Department Chairs: For clinical science department chairs, the total amount of compensation is based on the size and complexity of the department along with American Association of Medical Colleges (AAMC) benchmarks and UC market data for salaries of clinical chairs.

Key Points

Due to the complexity of the administration of the Heath Sciences Compensation Plan, the Chief Administrative Officer (CAO) and/or the Chief Financial Officer (CFO) of the department should collaboratively work with the School of Medicine Academic Affairs Office on how to administer each proposed option stated above.

Incentives, such as stipends, salary shortfall support, and clinical time buy-out support will be at the discretion of the Dean. Generally, all compensation components, including new augmentations up to the maximum, should be funded from the College/School/Department/Program budget.

Grandfathering Existing Appointment Commitments

Any existing administrative appointment commitment made prior to 2018-2019 will be grandfathered until a modification to appointment or the end of the current appointment period. Any request for reappointment or modification will need to comply with the guidelines.

New Appointments

For new faculty administrator appointments, a copy of the appointment letter (including all forms of compensation) will be forwarded to the Office of Academic Personnel via Dean’s office within one month of the appointment. Modifications to existing appointments will also require a copy of the documentation to the Office of Academic Personnel.

Any questions about these guidelines should be addressed via consultation between the School of Medicine Academic Affairs Office and the Office of Academic Personnel.

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