- Since most MSUE provost-appointed staff are, in their
everyday work, "paid consultants", these guidelines are directed at
"outside consulting for pay" situations and will hereafter be referred
to as consulting in this document.
- A consulting situation is one where reimbursement is to be
paid for expert, professional advice that will provide educational
services beyond that which would normally be available to
anyone without charge from another educator, specialist, or other
State University staff member.
- Any consulting work must result in a positive reflection on
the individual doing the consulting, the University in total, and the
community in which the individual resides.
- All provisions for consulting as set forth in the MSU
Faculty Handbook must be met (Refer to: Consulting
and Other Outside Work below). In practice, in the case of
field staff, the function of the department chairperson will be
fulfilled by the Regional Directors. The word "county" should be used
interchangeably with "University". The use of equipment, supplies,
secretarial services, etc. are prohibited.
- An additional guideline will be the policy statement issued
on December 1, 1978 for the College of Agriculture and Natural
Resources, titled College of Agriculture and Natural Resources Policy
Regarding In-State "Consulting For Pay", which applies to all MSU
Extension staff (Refer to: Consulting/Additional Work
- Legal protection and travel insurance normally provided for
employment does not extend to staff members while they are in
- All outside work for pay as well as consulting must meet
the requirements of Item 3 of this document.
- The formal request for consulting work approval must be
submitted to the Regional Director at least six weeks in advance of the
proposed beginning of the activity. Outside
Work for Pay/Overload Pay form and the OutsideWork
for Pay/Overload Recommendation Form.
- The major responsibility regarding consulting rests
primarily with the individual and the immediate supervisors. However,
the Director and Dean will review all requests.
For consulting and/or additional work, the same request procedure/form
is used and the same conflict of interest standards are applied. While
additional work is not considered consulting, it is unnecessary to have
two sets of identical forms except for subject matter. To avoid
confusion, be certain to mark the additional work form clearly
"Additional Work" when this type of request is submitted.
Following is an outline of the request/approval process.
- Educator completes consulting/additional work request form
clearly indicating how the proposed activities do not conflict with
Extension duties. Submitted to County Extension Director.
- County Extension Director reviews, clarifies and makes
recommendation. CED submits to Regional Director.
- Regional Director reviews clarifies and makes
recommendation. Regional Director submits to Director.
- Director renders final decision. Copy of approved
consulting request sent to Dean.
- Copies of approved/denied consulting or additional work
request sent to Regional Director.
- Regional Director informs educator or CED.
Although this process is shown in sequence, many of these
steps can take place concurrently.
CONSULTING AND OTHER OUTSIDE WORK
Full-time faculty members are compensated for full-time service to the
University. They may have appointments in instruction, research,
Extension, public service, etc. and have assignments involving a
combination of these responsibilities. Whatever the character of the
appointments, the University expects that each full-time faculty member
will carry a reasonable and full-time load, assuming a proper share of
the total functions and responsibilities of the department/school,
college and the University.
Through consulting relationships with government, industry,
public organizations and others off campus, University employees can be
an invaluable resource. The University encourages the lending of such
assistance where it does not interfere with the employees’ performance
of University duties and where no conflict of interests exists.
Applicable only in instances in which compensation is received
for consulting or other outside work, the following guidelines are
intended (1) to provide for certain employees to engage in a limited
amount of outside work for pay and (2) to protect the integrity of the
employee-University work relationship. Individual colleges or other
units are authorized to establish lower maximum time limits for outside
work for pay than stipulated in point 11, below, and to promulgate more
specific guidelines or to require additional reporting as their
- "Outside work" is defined as work for other than Michigan
- In this context, "work" is understood to include
consulting, advising, research, demonstrating, performing, outreach or
teaching in the general area of competence for which the person is
employed by the University. Not included is appearance on the program
of a scientific or scholarly meeting attended mainly by professional
peers, participation in the advisory or peer review process for
foundations, governmental and accreditation agencies, service as an
editor and/or editorial board member and/or reviewer for a professional
- Prior written approval of the department chairperson/school
director and dean must be obtained if the work is done during the
regular employment period.
- Outside work for pay shall be reported for full-time
employees of the University.
- Outside work for pay must not interfere with the faculty
member’s normal University duties, including those non-classroom
responsibilities expected of all faculty members.
- Authorized outside work for pay must be related to the
faculty member’s normal University duties, including those
non-classroom responsibilities expected of all faculty members.
- "Pay" is defined as any salary, fee, honorarium, or
monetary gift or contribution beyond actual expenses.
The following classes of outside work for pay require authorization:
- Work performed during times considered to be normal
working periods for the employee by the University unit in which the
person is employed (to be determined by the unit administrator).
- Work performed outside normal working periods but
potentially affecting the performance of the person’s University
assignment (based on the judgement of the unit administrator).
- If, in the opinion of the dean, based on consultation with
the appropriate unit administrator, the outside consulting work
interferes with the regular University duties of the faculty member,
the appointment of a temporary faculty member in the University may be
changed to a part-time basis, and the tenure system faculty member may
be requested to take a leave of absence.
- Outside work for pay shall be authorized by the department
chairperson/ school director and the dean or, in the case of faculty
not assigned to colleges, the appropriate unit administrator.
- Such work must contribute to the effectiveness of the
faculty member’s regular academic work for the University.
- Equipment, supplies, materials, or clerical services of
the University may not be used in the furtherance of outside work for
- The total amount of time expended by the faculty member on
outside activities for pay and overload pay should not exceed 32 hours
in any month. Under special circumstances and with permission of the
dean or unit administrator, the monthly time limit may be exceeded,
provided the aggregate of such time for the period of authorization
does not exceed an average of 32 hours per month.
- If consulting work for pay is undertaken, it must be with
the understanding that it is subject to termination at any time the
University considers such action to be advisable.
- A special form is available from the departmental office
for use by the employee seeking authorization to perform outside work
for pay. Complete forms shall be maintained for three years in the
dean’s office (in the appropriate administrator’s’s office for faculty
not assigned to colleges).
- Activities covered under the policy on Outside Work for Pay
are not covered under the Indemnification Policy or the Michigan State
University travel accident plan unless they are designated by prior
written approval by the chairperson/director or dean/separately
reporting director as assigned duties on behalf of Michigan State
University and the terms of those policies are otherwise met.
Each dean or other appropriate administrator is required to
maintain a record in the dean’s office of all consultative services of
the academic personnel in the college or administrative division.
This policy cannot be used as the basis for establishing and
maintaining a private practice or separate business by faculty.
Faculty members in the Colleges of Human Medicine, Osteopathic
Medicine and Veterinary Medicine may engage in "outside work for pay"
under this policy. Private practice by faculty in the College of
Veterinary Medicine is approved only in accordance with college policy.
For faculty in the Colleges of Human Medicine and Osteopathic Medicine,
if "outside work for pay" includes patient care or regularized
administrative or consulting activities significantly related to, but
not directly involved in the provision of patient care, the income
derived therefrom is subject to the provisions of the Michigan State
University Medical Service Plan of the College of Human Medicine and
the College of Osteopathic Medicine.