Salaries, Wages & Fringe Benefits

For detailed information on employee classifications see Employment Practices and Policies in Employee Guide.

Faculty

  • Faculty salaries are based on a nine-month appointment paid over 12 months--calculations should reflect the nine-month amount.
  • Salary for summer research should be calculated as 1/9 x contract salary x number of months. (Note: NSF restricts summer salary to 2/9 of academic year salary.)
  • For projects occurring in the current fiscal year, use the current salary figure for each individual.
  • For multi-year projects, calculate a five-percent projected increase for each additional year.
  • Salaries used as part of an institutional "match" should include fringe benefits and indirect costs.
  • Fringe benefits are treated as direct costs and include FICA and retirement. The following formula is used to calculate additional fringe benefit costs for Davidson College faculty:

30% of salaries/wages for salary replacement during the academic year or

7.65% FICA for work conducted during summer months and 9.5% retirement (for projects involving more than one pay period during the summer).

Support Staff (hourly)

  • Wages for support staff are calculated using an hourly rate.
  • If an employee of Davidson College is hired to work on a grant and the combination of regular work hours plus grant work hours exceed 40 hours during any work week, that employee must be paid time and a half for all hours worked beyond the standard 40 hour work week.
  • FICA of 7.65% should be applied to support-staff wages.
  • For multi-year projects, calculate a four-percent projected increase for each additional fiscal year.
  • Please contact the Human Resources office for support-staff level assignments and wage scales.

Research Assistants/Technicians (salaried)

  • Research assistants and technicians may be employed as full- or part-time temporary or time-limited employees and must enter a formal employment agreement with Davidson College.
  • Fringe benefits of 25% of salaries should be applied to full-time research assistant and technician positions of three years or less.
  • If it is expected that the employee will work more than 12 months, the position must be classified as time-limited.
  • For multi-year projects, calculate a four-percent projected increase for each additional fiscal year.
  • The creation of new positions requires the review and approval of the Human Resources office for the appropriate level assignment and pay scale.

Note: All positions for time-limited positions must be formally advertised through Human Resources for a minimum of two weeks.

Student Workers

  • Student workers should be enrolled during the semester during which they are employed; otherwise, they should be treated as temporary employees.
  • The current minimum wage rate is $7.25 per hour.
  • Principal investigators should refer to the HR site for which Student Pay Scale to use based on level of responsibility and job knowledge.
  • FICA of 7.65% should be applied to student wages for summer work only.

Consultants

  • Consultants provide advice or assistance for a fixed amount, including expenses, which can be charged as a direct cost to the grant.
  • Fees will normally depend on the professional level of the consultant; however, principal investigators and project directors should check restrictions established by each funding agency, especially federal agencies, regarding outside consultant fees. 
  • Federal rates change periodically and individuals should consult the Grants and Contracts Office for the current federal rate.
  • Proposals should include the name of the consultant, the proposed number of days of work, a curriculum vita, a justification of the selection and use of each consultant and a letter from each consultant indicating their willingness to work on the proposed project.
  • An accounts payable voucher must be submitted to pay consultants.

Note: Formulas for salary and wage increases are a means for estimating budgetary requirements and imply neither commitment nor constraint on the institutional rate of increase to an individual.