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1.0 Purpose

The purpose of this policy is to establish a procedure for full-time faculty to be granted a Grant Related/Specially-Funded Instructional Faculty (GRIF) classification.

2.0 Definition

鈥淭he Grant-Related/Specially-Funded Instructional Faculty serves as a California State University instructional staff member in a non-permanent, 12-month or academic year assignment. This classification can be used for grant-funded faculty assignments as well as faculty assignments funded by gifts and bequests or by foundation allocations ().鈥�

Grant-related/specially funded instructional faculty (GRIF) are individual faculty members whose high level of work resulting from externally funded grants imposes extra requirements for leadership and accountability.

3.0 Eligibility

Only tenured, probationary, or full-time temporary faculty unit employees, including instructional, library, and counseling faculty, serving in an academic department or equivalent unit are eligible to participate. The time base for the GRIF classification will follow the current academic faculty appointment.

In accordance with the CSU Classifications and Qualifications Standards, 鈥�the candidate must have a combination of education and experience required for the academic rank to which they are to be appointed plus exceptional professional merit in scholarship and teaching as evidenced by regional or national recognition in his/her discipline(s), as determined by the President, after appropriate consultation.鈥�

Further, the CSU Chancellor鈥檚 Office limits the number of appointments annually聽available throughout the CSU system, and eligibility for a GRIF appointment at CSUDH聽is contingent upon systemwide availability as verified by the Chancellor鈥檚 Office. Verification of appointment availability will be completed by the Office of Faculty Affairs and Development.

3.1 Award Minimum

In most cases, the GRIF appointment is awarded to Principal Investigators who are primarily responsible for grant and contract awards, specialized service center activity, gifts, bequests, or Foundation allocations reflecting substantial annual awards or expenditures. Appointees typically administer multiple awards and supervise multiple staff.

3.2 Sufficient Funds

Appointees shall demonstrate that they have sufficient funding to cover the entire salary and benefits associated with the GRIF appointment. The costs of accompanying base salary increase associated with the GRIF appointment must be covered by sources other than the General Fund. The appropriate College Dean shall assure that applications have clearly identified all sources of funding.

4.0 Compensation

In accordance with CSU policy, 鈥渢he accompanying base salary increases for the Grant-Related/Specially-Funded Instructional Faculty classification is 5% to 35% above the corresponding salary of the Instructional Faculty classification.鈥�

5.0 Application Process

5.1 Procedures

Interested faculty submit a letter to the appropriate administrator via the respective program chair, requesting a GRIF appointment. The eligible faculty member must specify in writing the GRIF additional salary differential percentage and the source(s) of external funds from which the GRIF differential will be paid. If any funding comes from a grant, evidence that the expenditure is allowable on the grant must be presented. Request letters must be submitted no later than the end of Spring semester to be considered for the following academic year.

5.1.1 A letter of evaluation from the faculty member鈥檚 college dean, in consultation with the department chair, indicating the rank of application and evaluation stating that: the GRIF applicant is a demonstrably distinguished faculty member; the applicant meets the eligibility criteria of exceptional professional merit in scholarship and teaching as evidenced by regional or national recognition in their discipline; and whether the evaluator recommends the approval of the GRIF appointment.

6.0 Appointment Approval

Each application for a GRIF appointment shall be reviewed by the AVP of Faculty Affairs and Development, the Dean of Graduate Studies and Research, and the Provost and Vice President of Academic Affairs. The Provost reviews and makes decisions on all GRIF聽applications. The applicant will receive written notice of the Provost鈥檚 decision, with copies to the appropriate administrator, AVP of Faculty Affairs and Development, and Dean of Graduate Studies and Research. The Provost鈥檚 decision is final.

7.0 Compensation

Appointees to GRIF classifications shall receive compensation comprising the base salary of their normal faculty appointment plus a rate increase within the range specified for GRIF by the Collective Bargaining Agreement above such base salary. The letter of appointment shall state the amount of the accompanying base salary increase.

7.1 Salary Exceeding Range Maximum

If an appointee is a full professor with a salary above the range maximum, then the salary, while in the GRIF classification, may exceed the published maximum for the GRIF classification.

7.2 Changes in Compensation

Changes in compensation during the course of a GRIF appointment shall be limited to any general salary increase, service salary increase, promotion as determined by the campus retention, tenure, and promotion process, or any other contractual compensation adjustment granted to the faculty member during this time.

8.0 Service Responsibility

In addition to the responsibilities as a GRIF, the faculty member shall also have normal advising and departmental and university service responsibilities expected of all other faculty in their regular appointment, unless the faculty member is on paid leave during the GRIF appointment.

8.1 Conclusion of Appointment

When the appointment to a grant-related/specially-funded instructional position is concluded, the individual shall revert back to the salary of their prior faculty position, with any intervening salary adjustments.

9.0 Terms of Appointment

Appointments to this classification are not permanent and shall be made only for one academic year or one 12-month period. Appointment to either classification automatically expires at the end of the period stated and does not establish a right to subsequent appointments in this class. If an appointee wishes to seek renewal of the classification, they will submit an application following the same procedures and policy as a first-time applicant. Apart from those typically associated with regular full-time faculty appointments, there are no additional tenure or salary rights associated with temporary appointments to GRIF classification. An individual retains tenure rights, if any, and salary normally accruing from a regular faculty appointment. Appointment to GRIF classification does not constitute a promotion, nor does the non-renewal of an appointment to either classification constitute a demotion. GRIF members shall have all the privileges and employment benefits accruing to their regular faculty appointment.

10.0 Funding

The accompanying base salary increase portion, including related employee benefits, of the total compensation paid to each appointee of these positions shall be reimbursed from non-General Funds furnished to the campus for that purpose by grants, contracts, specialized service centers, individual gifts and bequests, or by foundation allocation. The accompanying base salary increase by the specified funding source(s) must be allowable under any regulations that govern the funding source. The cost of the GRIF salary accompanying base salary increase may also be funded in whole or in part by non-General Fund dollars identified by the department chair, the dean of the college, or other appropriate administrator.