Stipends

REQUESTING A STIPEND

Stipends are defined as the temporary increase in an employee's salary (with a specific beginning and end date) for temporarily-assigned responsibilities at a higher-level position than the employee's classification or for assuming other significant duties that are not part of the employee's regular position.  

Information regarding stipends can be found on the Compensation Services web page or within the specific PPSM 30 policy for non-represented staff or the appropriate bargaining agreement ("out of classification") for represented staff (e.g. CX contract, TX contract).

To request a stipend for an employee, please submit an action in PARC for OCP Personnel review. If using the SSO AggieService system, attach the completed form to the ticket. 

For approval of a stipend extension, please submit another PARC action providing the purpose and dates of the extension.

Currently, stipend actions are taking approximately 30~60 days for review, after they are received by Compensation Services. Please make staff aware of this time frame.

Approvals: While OCP provides guidance and departmental support for requesting a stipend, OCP does not have the authority to approve stipends (either new or extensions). That responsibility lies with Compensation Services, who retains full authority on stipend amounts and approvals. Compensation Services has provided the following guidelines as a reference.

Update:  Currently Compensation Services are preparing to pilot a divisional stipend approval process, which OCP Personnel is participating. Please contact your HR Analyst for additional information.

 

Stipend Guidelines

Before proposing a stipend, a department manager/supervisor should first determine how the project/temporary work impacts the employee. 

Management should focus on whether mission-critical activities are high priority and whether projects that are peripheral to an employee’s current duties are a lower priority.

Before submitting a stipend request, the type of work the employee will be performing should be identified. Analysis should include:

  • Current classification of employee (i.e., MSP, Analyst series, MSO, Programmer series)
  • Whether the project/temporary work to be performed is outside of the employee’s current classification
  • Whether the project/temporary work is in addition to the employee’s current workload, and if so, what percentage:
    • Less than 30%
    • 30% to 50% or more
  • Whether the employee’s current duties (all or some) will be reassigned, either through backfilling the employee’s current role or by reassignment to others
  • Whether there will be out-of-town travel. If so, how often (i.e., two times a month)?
  • Duration of the assignment
    • Effective date
    • Number of months and/or expected end date
    • Intermittent

  Guide for Amount of Stipend:

Assignment Impact

Recommended Amount

Employee works sporadically on project/temporary assignment, but less than 30% of their time is assigned to the work.

No stipend, but consider a STAR award to recognize the effort and accomplishment

Employee continues to work current position and assumes additional workload between 30 to 50%

5% - 10%

Employee continues to work current position and assumes additional workload exceeding 50%.

10% – 15%

Employee is relieved of current duties and assigned 100% to project/temporary work that is within same classification.

No stipend

Employee is relieved of current duties and temporarily assigned 100% to higher-level project/temporary work that is determined to be higher-level work in relation to their current classification.

Appropriate amount may vary depending on the grade level of work assigned (typically an amount that is equal to at least the minimum of the new salary grade).

Stipends may not be appropriate for all situations where an employee assumes additional work. If a situation does not meet the criteria for a stipend, consider recognizing the employee with a STAR Award. For more information on STAR Awards, go to OCP Recognition.