Campus Savings Plan

The campus has implemented a salary savings plan and an OTPS (Other Than Personal Services, i.e. supplies and equipment) savings plan. Please refer to the following FAQs for more information.

FAQs

Salary Savings Plan (State & IDC Funds)

The salary savings plan was computed at the VP level using 6% of your budgeted non-instructional lines & 3% of your instructional lines. The target will need to be strategically applied within each VP area. Note that budgeted GA/TA expenses were excluded from the salary savings plan target as well as the budgeted recurring adjunct pool funding (i.e., part-time lecturers [in CBM job code 1136]). Other adjunct/lecturer budgeted positions are included in the savings target calculation.

Departments should also be mindful of the impact of any additional compensation such as overtime, base salary increases, extra service, etc., as this supplemental compensation could impact their ability to meet the salary savings plan target.
The salary savings plan target includes all positions budgeted in the State Purpose fund (1R) and the Research Foundation Indirect Cost Recovery [RF IDC] fund. The RF IDC budgeted positions include those funded via VP formula returns, deans formula returns as well as chairs formula returns.
Each VP area has the autonomy to distribute the savings target strategically among their units. Please work with your VP financial leader to determine your unit’s share of the salary savings target. In addition to known vacancies, you may also need to use attrition to achieve these savings.
The process is as follows:
1. The Budget Office will send a list of all positions budgeted in CBM along with the build-up of the salary savings target.
2. The VPs will work with their units to determine which of their budgeted positions are “unfillable”.
3. The VP financial leaders will budget the reduction in CBM by zeroing down the budgets for the positions that are “unfillable” lines.
4. We strongly encourage VP areas to pause their recruitment activity until after they have generated their list of budgeted positions that are “unfillable".
5. Once an area has an approved list of unfillable lines and is ready to resume recruitment activity, this list of unfillable lines will be shared with HRS.
a. VP financial leaders will be responsible to ensure that all of the recruitment requests are in compliance with their list of unfillable lines.

b. HRS will check that recruitment requests are not for positions designated by the VP area as “unfillable”.
Once the 17/18 form 1 allocation file posts to the SUNY financial system, many financial managers will be able to use SUNY BI to monitor their budgeted payroll to filled actuals. However, we are working with the programming team to develop new reports helpful to areas whose PSR/TS allocation is obscured by their budgeted “anticipated revenue”.

Note that although budgeted GA/TA expenses were excluded from the salary savings plan target as well as the budgeted recurring adjunct pool funding, areas are responsible to stay within their budget for these expenses. Neither should areas exceed their salary increase / extra service budget.
Those who currently have full time 12 month State professional appointments may wish to explore the possibility of 10 or 11 month appointments, subject to the operational needs of their department. These appointments, per the Policies of the Board of Trustees, enable an employee to have a period of non obligation, while their 10 or 11 month salary is spread out over the full year, ensuring a continuous biweekly check.

Employees wishing to consider this option should speak with HRS Benefits at 2-6180.

For State Appointment information please contact Chris Cantone-Stadier at 2-6174 or by email, Chrisoula.Cantone-Stadier@stonybrook.edu

OTPS Savings Plan (State Fund)

Tuition Sharing Plan

Effective 17/18, we are standardizing the tuition sharing plan for all graduate programs including School of Medicine and Dental School from being 70% of the baseline tuition to 65% of current tuition. This will be considerably more than 70% of the baseline tuition, so this is an opportunity for academic units to generate graduate tuition funding at a higher rate. This applies to incremental enrollment over the 16/17 baseline. The 16/17 baseline funding levels will be frozen and recurring in your targets. Any additional (or reduced) enrollment will be shared (or debited) at 65% of the current rates.
Southampton tuition (graduate & undergraduate)had previously been shared at the 70% current tuition. Standardizing the tuition sharing plans to 65% of current rates means the academic areas will have 5% less in tuition sharing for Southampton. The expectation is that for areas that have both graduate programs and Southampton programs, this change to 65% of current tuition will be a net benefit.
We are working with the Data Warehouse team in the Office of Institutional Research, Planning & Effectiveness to create tuition sharing reports to accommodate the new algorithm.

In the prior tuition sharing plan, the 70% to academic areas was distributed 7.5% to academic VP, 7.5% to deans and 55% to departments. Under this new plan effective 17/18, the distribution of the 65% within the academic areas among the VP, deans and departments is under development by the two academic VPs.
Although we expect additional undergraduate students this Fall, the expected decrease in nonresident undergraduate students will yield a decrease in undergraduate tuition from last year. Therefore, we will not be implementing an undergraduate revenue sharing plan at this time.

Other

Overview