There are various policies relating to postdoctoral fellows. Please use the navigation to the left to view the various policies and processes. Below is an overview of the major policies regarding Postdoctoral Fellows.
- All postdoctoral fellow positions must be approved by the Assistant Vice Provost for Graduate and Postdoctoral Affairs. Offer letters must comply with offer letter templates.
- All postdoctoral fellow positions (except for those where federal agencies prevent) must be benefit-eligible and appointed as a 1.0 FTE.
- Those who are not able to supply benefits should work with Human Resources on a more appropriate title.
- As of December 1, 2016, the minimum postdoctoral fellow (Job code 6990) salary is $47,476 at 1.0 FTE, and at a 1-year appointment.
- For those newly hired or reappointed after December 1, 2016, the minimum postdoctoral fellow - teaching (Job code 6992) salary is $36,000 at 1.0 FTE, and at a 9-month appointment coinciding with an academic year; the minimum for a 12-month appointment is $47,476. Postdoctoral fellow - teaching must teach at least 6 credits per semester.
- Postdoctoral fellow positions are not required to be advertised. This, however, should not be the impetus for hiring someone under a postdoctoral fellow title.
- All postdoctoral fellows must have an identified mentor.
Training and Reappointment Policies
- All postdoctoral fellows must have a professional development plan. MyIDP is one (free) example of a source for developing such a plan. Here are other IDP examples.
- Any international postdoctoral fellow who is assigned to teach must meet the ITAP requirements.
- Reappointment within the first 5 years are approved at the departmental level. Reappointments letters must be sent to firstname.lastname@example.org for record-keeping purposes. Reappointment letters must comply with reappointment letter templates.
- Postdoctoral fellows should not be in a postdoctoral title for more than 5 years. If a postdoctoral fellow is entering the sixth year, the department/unit will be asked to move the employee to a more appropriate, non-training title.