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Copyright 2004, University of Wisconsin - Platteville & The Board of Regents - University of Wisconsin System
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Office of Continuing Education

                University of Wisconsin-Platteville

Welcome to the place on this site where we hope you will be able to find the information you need to make being a part of the Office of Continuing Education a pleasant experience. You are urged to check back here as we update and expand the material available on this site.

If a school district has contacted you, or you have contacted the district, and they are wondering if you can offer your course as part of the in service for credit, all you need to do is complete the Course Proposal Form.

If you are considering developing a new class, please download a blank syllabus template and syllabus preparation guidelines and return the completed forms to me (see email address below) as attachments.

Have you ever wondered how we determine how much instructors get paid on a course-by-course basis? The guidelines used in determining compensation are available here.

If there are any other forms or information sheets you would like to have available here, please let me know. I am available via email a

Once again, thank you for all that you do to make the Office of Continuing Education, UW Platteville, the successful enterprise that it is as we all work to make southwest Wisconsin and the tri-state area successful.

Guidelines for Determining Adjunct Faculty Compensation
Credit Outreach


This document lays out guidelines for determining compensation for faculty teaching "for credit" outreach courses. Because good education practices, as we understand them, have moved away from a factory model, so must the processes by which we determine the compensation of those who provide educational experiences. Instead of a rigid employee / employer relationship with a fixed wage and a "deus ex machina" fiscal process, this document is premised on the notion that faculty teaching for Continuing Education are independent contractors who are not employees so much as they are entrepreneurial partners whose ultimate compensation is calculated in direct response to the success or failure of their educational activity.

Compensation Decision Tree
  1. Each class is a separate financial entity onto itself. Each class is expected to break even and most are expected to show a profit for OCE. Determination of faculty compensation is on a class-by-class basis using these guidelines. There can be no expectation of compensation at a particular level based on history.
  2. The current "per head per credit" rate of compensation for credit classes is $35 per non-credit student, $50 per undergraduate student, and $75 per graduate student. (A separate compensation scale for Love and Logic web enhanced students is under development.)
  3. Because OCE is driven by program revenue, it should not come as a surprise that early in the decision tree we pay ourselves using the following rates:
    1. $75 per student administrative charge
    2. $7 per student consumable supplies charge
    3. $2 per student confirmation letter expense
    4. $125 per class marketing charge
    5. Facilities expense, media expense, custodial expense, if any.
    6. Xerox expense, if any
    7. OCE staff support mileage, lodging, meal, miscellaneous expense, if any
  4. Depending upon the student mix and the level of other class expenses (see #3 above), the level of compensation for having a "full" class is $750 per credit. "Full" is defined as having between 10 to 15 students in the class.
  5. A "per head per credit" bonus is paid at the rates outlined in #2 above on the 20th and all subsequent students.
  6. In the usual course of business, no expenses except, perhaps, some mileage will be paid to instructors being paid on a per student per credit basis. Where expenses are paid, in the usual course of business expenses will be folded into the salary and salary will be deemed inclusive.
  7. In the usual course of business, state mileage, hotel, and per diem will be paid to instructors of full courses. Where expenses are paid, in the usual course of business expenses will be folded into the salary and salary will be deemed inclusive.
  8. If, at the end of this process, there are still unallocated funds, they will tend to be divided between OCE and the instructor on a 2/3rds - 1/3rd basis.

Based upon our experience using these decision-making guidelines, instructors will receive as compensation somewhere between 20 to 36% of total class revenue. Implicit in this process is the concept of institutional transparency-instructors, and frankly, anyone else, have a right to know what we are charging off against a class and the amount of those charges. More than any auditors' guideline, institutional transparency protects the public from price gouging or poor internal cost control by OCE. Further, instructors have to trust that they will be dealt with fairly. This process is premised, on a class-by-class basis, on a sense by the instructor that they are a partner in the activity, that they will be dealt with fairly, with common sense, and openness.