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 work") for represented staff (e.g. CX contract, TX contract).
To request a stipend for an employee, please submit a request in PARC for OCP Human Resources review. If approved, attached the completed PARC request in an SSO AggieService case, if you enter tickets directly.
For approval of a stipend extension, please submit another PARC request, 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 has a limited ability to approve some stipends, Compensation Services retains full authority on stipend amounts and approvals. Compensation Services has provided the following guidelines as a reference.
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 and provides expertise on project/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 |
| Work is lateral but considerably different and outside the scope of the current position and requires at least 10% additional time | 3%-5% |
| Work is lateral but supervision of 3 or more FTE is added | 3%-5% |
| Work is at a higher classification than current position or requires additional responsibility. Additional time required is no more than 110% | 5% |
| Employee continues to work current position and assumes additional workload between 30 to 50% | 8% - 10% |
| Employee continues to work current position and assumes additional workload exceeding 50% or more | 10% – 15% |
| Employee is relieved of current duties and assigned 100% to new project work that is within same classification. | No stipend |
| Employee is relieved of current duties and temporarily assigned 100% to new project work that is outside of current classification (higher) | Appropriate amount may vary depending on the grade level of work assigned |
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.