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Is the additional employer external to UT Austin? This is considered Outside Professional Activities. Follow the guidance at Texas Research: Outside Professional Activities: Request Prior Approval.
Is the proposed additional work funded by sponsored projects, follow the instructions for Release Time (Leave From the Instructional Budget).
Does the faculty member also hold an Academic A&P position?
If proposed additional employment is not related to their duties as a faculty member, follow the processes and rules for Staff with Additional Employment. Approvals will route through APS rather than HR.
If proposed additional employment is related to their duties as a faculty member, follow the processes and rules on this page for Faculty with Additional Employment.
Is a non-faculty employee with no existing faculty job teaching a course? See guidance on Hiring non-faculty employees to teach below.
If the situations above do not apply and the additional work is performed for UT Austin, it is considered Additional Employment, and should follow the appropriate guidance on this page.
Hiring non-faculty employees to teach
Before beginning, follow the relevant guidance for Staff Additional Jobs.
Employees without faculty positions must be hired via PAR in order to serve as Instructor of Record. Typically, a short-term Lecturer position is most appropriate for these situations. See descriptions of other professional-track titles at COE: Titles and Ranks - Professional Track Faculty. The total FTE of all non-faculty and faculty positions cannot exceed 100%.
If the employee will hold a concurrent 100% FTE non-faculty position during the proposed teaching job, there are two options:
Option 1: Reduce FTE of primary position:
In collaboration with the supervisory organization of the primary position, the non-faculty position is reduced by the corresponding FTE of the proposed faculty position so that their FTE does not exceed 100%. Example: An 100% A&P employee will teach one course in spring. From 1/1-5/15, their A&P position is temporarily reduced to 75%, and the department for whom they will be teaching processes a PAR for a 25% Lecturer position.
Option 2: No change to FTE of primary position:
After discussion with the supervisory organization of the primary position, the decision is made not to reduce the FTE of the primary non-faculty position. Instead, a 0% FTE faculty position will be added, and compensation will be paid via Instructional Overload.
Instructions:
Submit an Instructional Overload Pre-Approval form. Only after the form has been approved by the department chair, Associate Dean for Faculty Affairs, and the Provost's Office can the department proceed.
Process a 0% Lecturer PAR.
Once the PAR has been approved and the appointment has pushed into Workday, process a New Allowance - Instructional Overload (ongoing) on the 0% faculty position. Upload a copy of the approved Instructional Overload form (or approval confirmation email) to the BP. See the Requesting Compensation Changes W.I.G. for processing information.
Faculty Additional Employment
Faculty Additional Employment is additional work done above and beyond the regular faculty position (or existing faculty contract for Professional-Track faculty), and that falls within the standard academic domains of teaching, research, or service. Examples of additional employment may include Intersession/Maymester teaching, Instructional Overload, Option III, or Academic Activities.
Faculty can perform additional work for their primary department or for an external department or college. If the work is performed for an external department or college, that department or college is responsible for processing any appointments and compensation related to the work the faculty performed.
If a faculty member holds multiple faculty jobs across different units, their rank must be the same across all units.
Funding and compensation
State funds should only be used for appropriate instructional-related duties.
There are no hourly or compensation limits on additional employment for faculty.
Hourly pay is used for additional non-academic work that is also performed by a nonexempt employee
Short-term vs. ongoing work
Short-term and sporadic
Terms: 30 days or less, irregular, variable, and non-ongoing
Paid with a lump sum after the work is complete
Example: interdisciplinary committee work
See processing instructions on the Requesting One-Time Payments W.I.G.
Ongoing
Terms: More than 30 days, regular, consistent, has an end date
Example: semester-long Instructional Overload
See processing instructions on the Requesting Compensation Changes W.I.G.
Processing Additional Employment in Workday
Additional Employment may be processed in Workday as an Additional Job, an Allowance, or a One-Time Payment, depending on the circumstances of both the faculty member and the additional work. To determine which process to use for faculty additional employment, see the Faculty Additional and Sporadic Employment Decision Tree, using the details below, and follow additional guidance for the appropriate business process(es) in the tabs on this page.
The following information will be needed for using the Faculty Additional and Sporadic Employment Decision Tree:
The nature of the additional work: instructional (teaching courses listed officially in the course catalog), other teaching, research, or services
Whether the work is done for the faculty member's current department, or another unit on campus
The faculty member's primary job type: full-time or part-time
Duration of the work: sporadic, short-term, or ongoing
Prior approval requirement
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Faculty Additional Employment
Faculty Additional Employment is additional work done above and beyond the regular faculty position (or existing faculty contract for Professional-Track faculty), and that falls within the standard academic domains of teaching, research, or service. Examples of additional employment may include Intersession/Maymester teaching, Instructional Overload, Option III, or Academic Activities.
Faculty can perform additional work for their primary department or for an external department or college. If the work is performed for an external department or college, that department or college is responsible for processing any appointments and compensation related to the work the faculty performed.
If a faculty member holds multiple faculty jobs across different units, their rank must be the same across all units.
Short-term vs. ongoing work
Short-term and sporadic
Terms: 30 days or less, irregular, variable, and non-ongoing
Paid with a lump sum after the work is complete
Example: interdisciplinary committee work
See processing instructions on the Requesting One-Time Payments W.I.G.
Ongoing
Terms: More than 30 days, regular, consistent, has an end date
Example: semester-long Instructional Overload
See processing instructions on the Requesting Compensation Changes W.I.G.
Funding and compensation
State funds should only be used for appropriate instructional-related duties.
There are no hourly or compensation limits on additional employment for faculty.
Hourly pay is used for additional non-academic work that is also performed by a nonexempt employee
Work performed outside the primary home department
Prior approval is required for additional work is to be performed in a UT Austin unit other than the faculty member's home department, typically attached to a Faculty Associate additional job. Prior approval may be indicated on the Workday business process by either a) completed a completed and signed Faculty Additional Employment form to the Workday business process, or b) obtaining approvals of both the home department supervisor and supervisor of the organization requesting the additional employment via email or other written means, and detailing these approvals in the Workday business process comments - example: "Additional employment approved by Chair/Director/Dean Name on MM/DD/YYYY."
Processing additional employment in Workday
Additional employment may be processed in Workday as an Additional Job, an Allowance, or a One-Time Payment, depending on the circumstances of both the faculty member and the additional work. To determine which process to use for faculty additional employment, see the Faculty Additional and Sporadic Employment Decision Tree, using the details below, and follow additional guidance for the appropriate business process(es) in the tabs on this page.
The following information will be needed for using the Faculty Additional and Sporadic Employment Decision Tree:
The nature of the additional work: instructional (teaching courses listed officially in the course catalog), research, or service
Whether the work is done for the faculty member's current department, or another unit on campus
The faculty member's primary job type: full-time or part-time
Duration of the work: sporadic, short-term, or ongoing
Hiring non-faculty employees to teach
Before beginning, follow the relevant guidance for Staff Additional Jobs.
Employees without faculty positions must be hired via PAR in order to serve as Instructor of Record. Typically, a short-term Lecturer position is most appropriate for these situations. See descriptions of other professional-track titles at COE: Titles and Ranks - Professional Track Faculty. The total FTE of all non-faculty and faculty positions cannot exceed 100%.
If the employee will hold a concurrent 100% FTE non-faculty position during the proposed teaching job, there are two options:
Option 1: Reduce FTE of primary position:
In collaboration with the supervisory organization of the primary position, the non-faculty position is reduced by the corresponding FTE of the proposed faculty position so that their FTE does not exceed 100%. Example: An 100% A&P employee will teach one course in spring. From 1/1-5/15, their A&P position is temporarily reduced to 75%, and the department for whom they will be teaching processes a PAR for a 25% Lecturer position.
Option 2: No change to FTE of primary position:
After discussion with the supervisory organization of the primary position, the decision is made not to reduce the FTE of the primary non-faculty position. Instead, a 0% FTE faculty position will be added, and compensation will be paid via Instructional Overload.
Instructions:
Submit an Instructional Overload Pre-Approval form. Only after the form has been approved by the department chair, Associate Dean for Faculty Affairs, and the Provost's Office can the department proceed.
Process a 0% Lecturer PAR.
Once the PAR has been approved and the appointment has pushed into Workday, process a New Allowance - Instructional Overload (ongoing) on the 0% faculty position. Upload a copy of the approved Instructional Overload form (or approval confirmation email) to the BP. See the Requesting Compensation Changes W.I.G. for processing information.
Additional Job - Faculty Associate
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