Additional Compensation

The Kennesaw State University Human Resources Department has a detailed description of the University’s Classification and Compensation approach and vision that may be found here:

Compensation and Classification Details

This page will deal with Temporary Additional Pay and Lump Sum Compensation payments to staff employees as defined at the end of the Compensation and Classification document.

  • This is defined as an increase in base salary for the duration of the assignment as described below. Temporary additional pay assignments require HR approval prior to beginning the new work.

  • Payments for additional duties assumed for a vacant position at a higher classification. Interim assignment pay can be added to the base pay of an employee when they are taking on an interim role for a period of more than one month but no more than 12 months. Interim pay indicates that the employee will assume the majority of the responsibilities of the higher role for that period of time. The associated pay increase should meet the minimum of the new pay band.

    Pay will return to the previous level when the interim duties end. If the interim employee is selected for the position on a permanent basis, compensation policy guidelines will apply as comparative to the base salary prior to receiving interim pay. Notice of the desire to pay an employee for interim pay should be sent to the Human Resources Department via a properly documented and approved PAF. This requires that an end date and a monthly payment amount be stipulated. The interim pay gross amount will be charged to account 526200.

  • Payments for side jobs which are assumed outside of an employee's normal job description work hours and work department for tasks such as working Athletics concessions. All FLSA requirements regarding overtime pay must be followed. Notice of payment for casual labor should be submitted via the appropriate SPAR form. This will require the date that the work was performed as well as the amount to be paid. The gross amount of casual labor will be charged to account 526150.

  • Payments for additional duties assumed for a vacant position that is at a higher classification but for a short period of time (one to two months). These interim duties should include more than 50% of the higher level duties. Pay for acting duties can be up to the difference between the current pay rate and the minimum of the higher pay band, pro-rated based on the time the acting duties were performed.

    Notice of the desire to pay an employee for acting duties should be sent to the Human Resources Department via a properly documented and approved PAF. This requires that an end date and a monthly payment amount be stipulated. The interim pay gross amount will be charged to account 526150.

  • Payments for additional duties assumed for a vacant position that is at an equivalent or lower classification. These duties should include more than 50% of the vacant position duties and should be for a period of at least one month. Payment amount is up to 10% of the assisting employee's pay rate, pro-rated for the time frame of the assistance.

    Notice of the desire to pay an employee for assistance pay should be sent to the Human Resources Department via a properly documented and approved PAF. This requires that an end date and a monthly payment amount be stipulated. The interim pay gross amount will be charged to account 526200.

  • Lump sum compensation payments are payment requests for temporary duties which fall outside of the normal job description. Payment requests must have the support of both the supervisor and HR. The funding source must be designated by the supervisor. The following pay changes must be initiated by the hiring manager and will require supporting documentation. Only employees with satisfactory performance records will be considered for additional assignments.

  • Payments for a defined part of a project that is outside of the scope of an employee's job description. Project work must be completed outside of an employee's normal work hours or the employee must have taken vacation time to complete the assignment. Pay amounts should be consistent with the type of work being performed.

    Notice of payment for project pay should be submitted via the appropriate SPAR form. This will require the date that the work was performed as well as the amount to be paid. The gross amount of casual labor will be charged to account 526150.

  • Payments for additional duties temporarily assigned which are outside of the normal job description but are the result of an employee's inherent job knowledge. This will include staff or administrators engaged in a teaching or non-instructional academic assignment.

  • If a KSU staff member is engaged as an instructor and they are to be paid for this service, the Staff Teaching Requisition form should be submitted, properly approved, to the Academic Affairs office for review. They will forward the form to Human Resources for approval and payment processing. Gross pay for Staff Teaching will be charged to account 526150 and will be paid on the first pay check scheduled for the staff member after the end of the semester.

  • If a KSU staff member is engaged in a non-instructional academic assignment and they are to be paid for this service, the Staff Teaching Requisition form should be submitted, properly approved, to the Academic Affairs office for review. They will forward the form to Human Resources for approval and payment processing. Gross pay for Staff Teaching will be charged to account 526150 and will be paid on the first pay check scheduled for the staff member after the end of the semester.

  • All other payments to staff and administrators that fall into the Staff Overload category should be submitted for payment on a properly approved SPAR form. This will require a description of the work, dates the work was performed, and how the amount of payment was arrived at. The gross payment amount will be charged to account 526150.

  • Payments for obtaining a degree. Each degree or certification may only be recognized one time. Incentive compensation only applies to staff and administrators and not faculty, as faculty degree incentives are considered in the promotion and tenure process. Certifications or completion of significant professional development programs may also be recognized as deemed appropriate by both the supervisor and HR. Incentive compensation is not applicable for obtaining additional degrees or certifications that become required as a part of an employee’s current position. Those employees not performing job duties satisfactorily will not be eligible for incentive compensation.

    Notice of payment for incentive compensation should be submitted via the appropriate SPAR form. This will require a description of the reason for the payment as well as the amount to be paid. The gross amount of incentive compensation will be charged to account 526150.

Associated Links

Payroll Forms

©