Last year our comparison was to the $200K or so we paid Provost Jim Bean for his sabbatical. Latest word on Bean is that he still isn’t teaching, but is on the LCB dole as the Associate Dean of Integrated Programs. Sounds important – so important that he’s not even mentioned on the LCB website.
So for this year, lets compare that $5,500 to the $90,000 per hire that UO’s Under-represented Minority Recruitment program is willing to give departments, if they hire a minority:
The Underrepresented Minority Recruitment Program (UMRP) encourages departments to hire underrepresented minority faculty in tenure-related faculty appointments by providing supplemental funds to the department through its school or college following the successful tenure-related appointment of a new colleague from an under-represented group. Funds, in the amount of up to $90,000 total will be provided to the school or college in support of the hiring department or program and its faculty. …
Easy money, and you’ve got up to a year to declare that you’re in a “protected class”:
Self identification as a member of one of the following federally defined underrepresented protected classes: American Indian or Alaskan Native, Asian, Black or African American, Native Hawaiian or Other Pacific Islander, Hispanic or Latino. While a department may not presume of a candidate his or her possible membership in one of the federally defined classes, a newly hired faculty member who has not otherwise done so may self-declare his/her status at any time and, as a result, the department may prepare and submit a plan up to one year after initial appointment. …
10/16/2012: And see the comments for reactions to the RIGE office’s plans to celebrate their “Wall to University Research”.
10/15/2012: I wonder if her office was going to explain this to the potential applicants for these grants? The email I got certainly didn’t make it clear – but then that would have involved admitting to a mistake. And UO administrators never make mistakes. But at least Espy fixed one.
The new policy is here. It again allows summer pay, as had been done for many years prior (though apparently not last year). It also removes the phrase that prioritized GTF-included projects, and the bit about prioritizing proposals with matching funds, apparently added this year.
Funds may be used as budgeted for allowable costs necessary to conduct the stated research project, consistent with all rules and policies, for travel, equipment, supplies, contractual services, core/shared user facility use, graduate or undergraduate student effort, or as a summer award (i.e., paid as a stipend in the summer term). Funds may NOT be requested or used 1) to replace or fund faculty salary, 2) as stipend during the academic year, 3) for instructional release/course buyouts, or 4) for construction or facility renovation.
Funds may be used as budgeted for allowable costs necessary to conduct the stated research project, consistent with university and state rules, for travel, equipment, supplies, contractual services, core/shared user facility use, and graduate or undergraduate student effort. Funds may NOT be requested 1) to replace or fund faculty salary or stipend, 2) for instructional release/course buyouts, or 3) for construction or facility renovation.
Note that the rules for research support are very different if you are an administrator. Interim Provost Jim Bean’s sabbatical contract promised him 9 months of regular pay and 3+ months of summer salary, at 60% of his $322,140 administrative pay. But my understanding is that he actually completed his research early, enabling him to collect the full rate plus beamer stipend over the summer.