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FAQ - Academic Personnel

Supplemental Pay for Teaching J-Term or Summer Session

Q: Is it still possible to teach summer school or J-term now that departments have been asked to eliminate overload and overtime pay?
A: Yes. Unlike overload and overtime pay, supplemental pay for additional teaching was not included in the university’s budget reduction plan.
Faculty and academic professionals on 9-month (AY) appointments may receive supplemental pay for teaching courses in summer session (and J-term) without it being considered overload providing they have fulfilled the teaching duties outlined in their job description for the academic year. However, if their AY teaching load has been spread over the J-term or summer session, they would not receive supplemental pay for any course taught during the extra term/session that was part of their standard teaching load. However, they could still receive supplemental pay for any additional course(s) they taught during the summer.
Faculty and academic professionals on 12-month (FY) appointments do not qualify for summer supplemental pay. Additional teaching duties beyond those specified in the FY job description would be considered overload.

Workload - Teaching Adjustment for Graduate Committees

Q: Is graduating 3 or more of my Masters’ or Doctoral students in a term required to receive the 3 credit hour course release for that term?
A: Not necessarily. Adjustments to teaching load for direct supervision of students conducting research projects may be given to those faculty who chair graduate theses and dissertations. You may receive one credit hour of teaching for each graduate committee you chair, up to 3 credits per academic year. This means that you would have to be chairing at least three students (could be more) at the same time to receive the maximum (3 credits) adjustment.
The duration of this adjustment will hinge on outputs like graduation rates and time to graduation. Since job descriptions should be reviewed on an annual basis, this adjustment could be made for each academic year as long as the faculty member continues to chair the graduate committees and students are making timely progress toward graduation. Credit hour substitution is at the discretion of the Department Head and Dean. If, as an example, a faculty member chairs a thesis committee and the student has not graduated in a timely fashion (e.g., length of assistantship/2 years), the Department Head or Dean can choose not to make the teaching adjustment the following year (e.g., year 3) even if the student is still enrolled.

Job description – Effective Date

Q: When is my job description final?
A: Job descriptions for academic personnel outline specific allocation of duties (e.g., teaching, research/creative activity, service, extension, etc.) for an academic or fiscal year, depending on their type of appointment. Department heads and deans have the authority and responsibility to work with faculty to individualize job descriptions, and adjust them when appropriate, so that they best match the faculty’s talent and expertise, are consistent with discipline specific expectations and guidelines, and are aligned with institutional need and mission. Beginning AY 16-71, job descriptions will be reviewed on an annual basis and adjustments, when appropriate, should be made in a timely fashion so that preparation for the following academic or fiscal year can be made. As a general rule, job descriptions for the upcoming academic or fiscal year are considered final once they have been signed by the faculty/academic professional, department head and dean. However, extenuating circumstances can necessitate a revision to the job description after it has been signed.

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Academic Personnel FAQ



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