School of Medicine

Research

Research Compensation Plan

The LSU Health Sciences Center Research Incentive Compensation Plan is used to determine eligibility and the amount of Research Incentive Compensation that a faculty member may be provided for his/her participation in this Plan. Each eligible faculty member participating in this Plan agrees in writing on an Agreement Concerning Participation in the LSUHSC Research Incentive Compensation Plan.

Purpose of the Plan
  1. To reward faculty who successfully compete for major research grants

  2. To provide incentive for faculty to compete for and secure additional research grants

  3. To raise the total level of institutional research funding, i.e., both direct and indirect costs (IC; also known as Facilities and Administrative Costs). 
Eligibility to Participate in this Plan

Eligible faculty are tenure track, research track, and joint Veterans Administration faculty with their primary academic appointment in a basic science department or faculty with their primary academic appointment in a clinical science department without regard to appointment track whose appointment with the HSC is expressed as a 12-month appointment.

Both full-time and part-time faculty are eligible to participate in this progrmn. For purposes of this Plan, research and clinical associates will not be eligible. In order to qualify, the faculty member must have a portion of their Base Salary Level fonded by Extramural Research Grant Funds.

Restrictions on Participation
  1. Research Incentive Compensation is subject to PM-3 limitations.

  2. Released Funds and/or Departmental Indirect Cost Recovery Revenue (DICRR) will be determined as of the start of the fiscal year.

  3. Notwithstanding anything else contained in this Plan, the maximum amount of Base Salary Level permitted for the computation of Research Incentive Compensation is that amount that is indexed to the base salary amount limitation specified within the NII-I grant application process (currently this amoimt is $221,900).

  4. Resignation or termination of employment from the 1-ISC ( other than retirement) will automatically terminate any payments to the faculty member hereunder, and automatically and immediately terminate any obligation of the 1-ISC to make any payments to the faculty member under this Plan.
Allocation of Compensation based on whether a grant has single or multiple investigators

In the event an eligible grant designates one eligible faculty member as the grant's principal investigator then that individual shall be eligible for the entire amount of DICRR, which will be available for calculation of the indirect cost (IC) portion of the incentive. In the event that an eligible grant designates one or more eligible faculty as key personnel or co-investigator(s) then; (1) each of the key personnel or co­investigator(s) will be eligible for Research Incentive Compensation relative to their respective Released Funds, and (2) the DICRR used for calculation of the IC portion of the incentive will be shared 75% to the PI and 25% to any key personnel or co­investigators for purposes of the formula below.

After application of the 75% of the DICRR to the principal investigator any remaining amount ofDICRR will be applied to other investigators on a pro-rata basis based on the number of other key personnel or co-investigators.

In the event that multiple co-principal investigators (co-Pls) are designated for an eligible grant, both investigators will equally divide the DICRR used for calculation of the IC potiion of the incentive. 

If the grant has co-PIs and key personnel or co-investigators, the co-PIs will equally divide 75% of the DICRR used for calculation of the IC portion of the incentive, whereas all other key personnel or co-investigators will equally share the remaining 25%. 

Implementation of the Plan

The total amount of Research Incentive Compensation cannot exceed $30,000 for an individual recipient

The amount of Research Incentive Compensation is determined by multiplying the amount of Released Funds (RF) plus the amount of Departmental Indirect Cost Recovery Revenue by 25% and is prorated monthly.

 

For more detailed information, please see the fully executed Plan.