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Executive Order 59

This guide contains content related to Executive Order 59 (EO 59) as presented during the Administrators Forum on January 30, 2025. It is intended as a practical reference for administrators responsible for authorizing, initiating, or reviewing faculty additional compensation.

EO 59 Overview

Executive Order 59 (EO59) governs additional compensation for faculty. While the policy is specific to faculty, it is used as a model for reviewing and approving all requests for academic personnel additional compensation where it is appropriate to do so. EO59 limits additional compensation in any given month to the equivalent of 25% of the regular monthly base salary. It also defines approval authority, sets expectations that units will have established standards, and specifies compensation types and activities that are exempt from the policy.

EO 59 – Purpose and Scope

EO 59 governs additional faculty compensation for work that is:

  • Temporary, and
  • Beyond normal job duties, and
  • Necessary to maintain essential University operations and standards of excellence.

Core Policy Expectations

Redistribution Before Compensation

  • Units are expected to attempt redistribution of existing duties first.
  • Every effort should be made to schedule faculty work within normal duties before awarding additional pay.

Effort Limits

  • Policy goal is not to exceed 125% total effort.
  • Temporary Pay Supplement (TPS) is capped at:25% of monthly base salary in any given month.

Approval Authority

  • ≤ 25% of monthly base salary
    • Approved by the Dean or Chancellor
  • 25% of monthly base salary
    • Requires Provost approval

Why EO 59 Was Updated

1. To Clarify Exemptions from the 25% Limit

The following are not subject to the 25% cap:

  • Administrative duty supplements
  • Clinical coverage overload payments
  • Practice plan compensation
  • Compensation associated with academic honors
    • g., endowed professorships, university awards
  • Non-effort-based compensation
    • g., relocation incentives, mobile service agreements
  • Reimbursements allowed under University policy
  • Approved outside work under Executive Order 57

2. To Increase Transparency in Compensation

Key transparency-related changes:

Submission and Timing Requirements

When submitting EO 59–related requests:

  • Requests must be approved before work begins
  • Initiate the Workday business process at least one month in advance when possible
  • Use the comments section to clearly document:
    • Nature of the work
    • Payment amount
    • Duration
    • Justification if compensation exceeds 25%

EO 59 – Compliance & Compensation

Scope of Impact

EO 59 compliance work aligns academic appointment profiles and compensation plans across the following areas:

  • Academic appointments
  • Administrative Supplements (ADS)
  • Clinical Coverage Overload (CCO)
  • Temporary Pay Supplements (TPS)

Key Requirements

  • Administrative academic appointments must have an end date no more than five (5) years in the future
  • Individuals receiving ADS must hold an administrative academic appointment
  • Expired academic appointments must be formally ended
  • ADS compensation:
    • Requires defined start and end dates
    • End date limited to no more than five (5) years
  • CCO compensation:
    • Requires defined start and end dates
    • Typically limited to the current academic year
  • TPS compensation:
    • Requires defined start and end dates
    • End date limited to no more than two (2) years

Compensation Policy Resources

Key Takeaways for Administrators

  • EO 59 focuses on temporary, beyond-normal duties
  • 25% is a monthly cap, not a request-based cap
  • Transparency and documentation are emphasized
  • Advance planning is critical to avoid retroactive work
  • Provost approval is required for compensation exceeding 25%