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Stipend Policy

Royal Roads University Policy

First implemented: 
January 1, 2013
Approved By: 
VP & CFO
Office of Oversight: 
Human Resources

The following criteria must be met prior to approving any additional duties that result in an associated stipend for teaching and/or program development work at Royal Roads University (RRU). This does not apply to outside professional activities that a faculty member may be engaged in, with the prior written approval of the Vice-President Academic, in accordance with Article 25.3.

  1. When additional duties that result in an associated stipend are available to be performed, such work should normally be advertised across the relevant faculty/school/division or campus in a transparent manner.

  2. Prior to a faculty member or staff member performing additional teaching and/or program development work that result in an associated stipend, there must be prior written approval by the employee’s immediate supervisor using the Stipend Request Form.  In the case of a faculty member, the School Director would review and make a recommendation to the Dean for approval.

  3. In agreeing to additional work that results in an associated stipend, the faculty/staff member acknowledges that this additional work is beyond the normal expected workload for his/her position.

  4. Prior to approving additional duties that result in an associated stipend, it is important that the supervisor review the employee’s normal workload (such as teaching, research, and service for a faculty member) and determine if the work is indeed additional to what is his/her normal expected workload.  The supervisor must assess if the faculty/staff member is satisfactorily fulfilling all his/her normal expected workload.  The supervisor must also ensure that the undertaking of additional work that results in an associated stipend will not interfere or jeopardize the faculty/staff member’s ability to perform the normal expected workload or when it is performed.  If these conditions are not met, additional duties resulting in an associated stipend shall not be approved.  Additional work resulting in an associated stipend must occur when the employee is not engaged in his/her normal expected workload for which he/she is receiving his/her annual salary.  Such work would normally be undertaken after regular hours (or at times that don’t conflict with normal expected workload).

  5. Additional work shall not normally exceed $15,000 in any calendar year and should not be reoccurring in nature.

  6. Additional teaching duties are paid in accordance with these guidelines.  These rates are reviewed annually and may be subject to change.

Fixed Fees - Undergraduate$1,875 per credit for first 20 learners 
Fixed Fees -  Graduate$2300 per credit for first 20 learners 
Variable Fees:$100 for each additional learner over the base of 20*Please see the attached additional fee guide that applies when the class size exceeds 20 learners

This Stipend Policy and Request Form applies to all areas, including additional work that may occur in Continuing Studies or CCWI.  Non-credit additional teaching such as Continuing Studies or CCWI may be paid on a per learner basis, per diem basis, or flat rate, as determined by the Program Area.