Employee and Student Status

A Graduate Assistant is on an academic appointment not involving academic tenure. The appointment may be full-time, (20 hours per week) or half-time (10 hours per week).

Graduate Assistants holding regular 20-hour appointments are considered full-time students by the University if they are registered for at least 24 units. Graduate Assistants who hold half-time (10 hour) assistantships are considered full-time if they are registered for 36 units. Audited courses do not generate units and cannot be used in calculating registration status. Individual departments or graduate programs may have higher registration requirements for their Graduate Assistants.

Qualifications

A Graduate Assistant must be a registered graduate student enrolled in a degree program at the University of Maryland and must be making satisfactory progress toward the degree. Appointments are normally given to those students who have shown superior aptitude in their field of study and who appear likely to render a high quality of service to the university by their teaching or research activities or their work in a non-academic unit. Advanced Special Students are not eligible to hold Graduate Assistantships.

In rare instances, an appointment of a Graduate Research Assistant (RA) may be made for a graduate student who has been admitted into a graduate degree program at another campus within the University of Maryland System . In this exceptional case, the student will be supported by a Principal Investigator whose research contract or grant is administered by the College Park campus. The student's tuition, benefits, etc. will also be paid from research funds.

Categories

The official title of Graduate Assistant is used in all university documents, but in general practice, Graduate Assistants are referred to as either Graduate Teaching Assistants (TAs), Graduate Research Assistants (RAs), or Graduate Administrative Assistants (AAs). There are also a small number of Graduate Assistants who serve as resident life counselors. Qualified graduate students often move between the various kinds of appointments as they progress in their graduate education.

Administration of the Graduate Assistantship

Graduate Assistants at the University of Maryland are directly under the supervision of the department, program, or unit that offers the appointment. The department determines the GA assignment, supervises his or her work, and recommends him or her for reappointment and promotion to various stipend or compensation levels. The department is the primary source of information for any of the details of the assistantship. Within the department, the GA's work assignment is determined by the Department Chair, the Director of Graduate Studies, any duly appointed executive committees and assistants to the chair, and the faculty member assigned to supervise the GA's particular course, laboratory session, or research project. Graduate administrative assistants are under the supervision of the heads of the non-academic units in which they work.

Appointment, Reappointment, Duration of Employment

Most Graduate Assistants are appointed for either one regular academic year (9.5 months) or for 12 months. Some appointments may be for a shorter period. The academic-year appointment begins in mid-August and ends May 31. All 9.5-month appointments are automatically terminated at the end of the academic year for which they are effective. Students may be reappointed one or more times at the discretion of the department in which they serve. To allow a larger number of qualified students to benefit from these positions, some departments limit the number of years that a graduate student may serve as an assistant in any capacity.

Each department is responsible for determining and communicating its own specific criteria, within the limits of university policy, for assessing student qualification for appointment and reappointment to a Graduate Assistantship. In general, reappointment is dependent upon satisfactory performance and normal progress toward a graduate degree. As with all university faculty and staff positions, appointment and reappointment are contingent upon the availability of funds.

Letters of Appointment

It is the responsibility of the department to notify the graduate student in an official letter of the final offer of appointment. These letters provide pertinent information on the terms of the assistantship. A blank contract letter can be found at the following link: http://www.gradschool.umd.edu/gss/forms .

Duties and Time Commitment

The assigned duties of a Graduate Assistant are consistent with the aims and objectives of the teaching and research missions of the university. An appointment of 20 hours per week is considered a full-time assistantship for payroll purposes. A 10 hour per week appointment is considered a half-time assistantship.

The specific duties of Graduate Teaching Assistants vary from one department to another. For the majority of teaching assistants, however, assignments and responsibilities fall into five categories:

• assuming teaching responsibility for a laboratory or discussion session of a course;
• assuming teaching responsibility for a classroom section of a multi-sectional course, under the close supervision of the director(s) of the course;
• assisting a faculty member in the grading, advising, and administrative duties necessary for a course(s);
• assisting in general departmental administrative duties, such as advising or the administration of community programs, workshops, etc.
• Within a department, the particular assignment depends on the department's needs and the experience and academic qualifications of the assistant. All graduate TAs serving in any capacity are under the direction and close supervision of a regularly-appointed member of the faculty.

Time Commitment : Graduate TAs may be required to come to campus prior to the actual beginning of classes to assist with orientation and class-preparation duties. TAs usually complete their formal duties when examinations have been graded. In theory, the teaching assistantship requires 20 hours per week; however, the actual time TAs devote to their assignments varies. For example, in some disciplines, a new TA may find that a task such as grading initially requires more time than the usual 20-hour week allows. The hours spent in preparation, classroom or laboratory time, and grading differ from one discipline to another.

Graduate Research Assistants

The duties of Graduate Research Assistants (RAs) vary according to the nature of the research project in which they participate and the source of the funding. RAs may be asked occasionally to conduct some work at home or to do their research at times when classes are not officially in session. The duties of RAs are also performed under the direction and supervision of a member of the faculty.

Time Commitment: Graduate students working on research projects funded by grants are often also working on material that is directly related to their theses or dissertations. It is not unusual in such cases for grant work and personal work to merge and for the work time to consume far more than the usual 20 hours. Graduate RAs usually follow the project director's instructions regarding work when classes are not in session.

Graduate Administrative Assistants

A number of administrative offices employ Graduate Assistants. Usually, Graduate Administrative Assistants (AAs) perform administrative support functions in an office setting. Some administrative appointments are for less than one academic year.

Time Commitment: Unless explicitly stated in writing, AAs are expected to work no more than an average 20 hours per week. If greater amounts of time are periodically required, the administrative unit must provide the AA in the offer letter with a statement of expected duties, approximate dates when extra hours might be necessary, and maximum work hours required. If the AA is required to work more than 20 hours in a given week, then he or she must be given corresponding time off. At times, graduate AAs may be asked to put in more hours to meet certain peak work periods in a campus office. Conversely, assistants may request that they be allowed to take time off to finish a paper or study for an exam and make up the hours later. Such arrangements are allowed and encouraged and should be made between the student and the student's immediate supervisor within the unit. Graduate AAs follow the staff holiday and vacation schedule. Consequently, if the campus is closed (for any reason) for regular staff, AAs who would normally work those days will receive the appropriate compensation and will not be required to make up the hours missed.

Performance Reviews

Each department is responsible for determining procedures for review and evaluation of GAs and for informing students of these procedures. The process of evaluation will vary, but it may include written assessment of work by an individual faculty member, classroom visitation by designated faculty members, and written student evaluation. The results of reviews and evaluations should be discussed with the Graduate Assistant concerned.

Conduct and Professional Behavior

A Graduate Assistant's teaching, research, and administrative activities are subject to the ethical precepts and code of the academic profession, to the laws of the State of Maryland regarding its employees, and to the university policies that govern institutional obligations. Violation of any of these regulations constitutes the basis for disciplinary action in accordance with procedures set forth in the university's policies. These and other university policies on sexual harassment, academic integrity, and intellectual property rights are included in the Graduate Catalog.

In their interactions with students, faculty, and all other members of the university community, GAs are expected to conduct themselves with the same sensitivity and thoughtfulness that they expect to receive from others. The University Human Relations Code states that the University of Maryland affirms its commitment to a policy of eliminating discrimination on the basis of race, color, creed, sex, sexual orientation, marital status, personal appearance, age, national origin, political affiliation, physical or mental disability, or on the basis of the exercise of rights secured by the First Amendment of the United States Constitution.

In the event of violations involving the conduct of GAs as employees of the university, several procedures are available for resolution, some formal and some informal. For details of the formal aspects of the procedures, consult the Graduate Catalog.

Sexual Harassment

The University of Maryland is committed to maintaining a work and learning environment in which students, faculty, and staff can develop intellectually, professionally, personally, and socially. Such an environment must be free of intimidation, fear, coercion, and reprisal. The campus prohibits sexual harassment. Sexual harassment may cause others unjustifiable offense, anxiety, and injury. Sexual harassment threatens the legitimate expectation of all members of the campus community. Academic or employment progress is determined by the publicly stated requirements of job and classroom performance, and the campus environment will not unreasonably impede work or study.

Sexual harassment by university faculty, staff, and students is prohibited. This constitutes campus policy. Sexual harassment may also constitute violations of the criminal and civil laws of the State of Maryland and the United States . For the purpose of this campus policy, sexual harassment is defined as follows: 1) unwelcome sexual advances; or 2) unwelcome requests for sexual favors; and 3) other behavior of a sexual nature where:

• Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or participation in a university-sponsored educational program or activity; or
• Submission to or rejection of such conduct by an individual is used as the basis for academic or employment decision affecting that individual; or
• Such conduct has the purpose or effect of unreasonably interfering with the individual's academic or work performance, or of creating an intimidating, hostile, or offensive educational or working environment.

For further details on the sexual harassment policy, see the University of Maryland Policy and Procedures on Sexual Harassment.

Sexual Relationships and Professional Conduct

While sexual relationships between instructors and the students in their classes are not prohibited in the sense that penalties are attached to such conduct, all members of the campus community are urged to consider the ethical concerns that may arise as a result of such relationships. All members of the campus community should understand that sexual relationships that occur in the context of educational evaluation are generally deemed very unwise because they present serious ethical concerns. Many professional codes of conduct prohibit sexual relationships that occur within the context of one's profession. Accordingly, Teaching Assistants are warned about the possible costs of even an apparently consenting relationship. The element of power implicit in sexual relationships occurring in the academic-evaluation context can diminish a student's actual freedom of choice. There is doubt whether any such relationship can truly be consensual. In addition, sexual relationships between a Teaching Assistant (or faculty member) and a student create an environment charged with potential conflicts of interest. Questions of favoritism frequently arise. As a result, such conduct may subvert the normal structure of incentives that spur work and learning and interjects attitudes and pressures that are not consonant with the education policies and principles to which the campus is committed.

The full text of the university's policy on sexual relationships and professional conduct can be found at the end of the University of Maryland Policy and Procedures on Sexual Harassment.

Equal Opportunity Statement

The University of Maryland is an equal opportunity institution with respect to both education and employment. The university does not discriminate on the basis of race, color, religion, age, national origin, sex, or handicap in admission or access to, or treatment of employment in its programs and activities as required by federal (Title VI, Title IX, Section 504) and state laws and regulations. Inquiries regarding compliance with Title VI of the Civil Rights Act of 1964, as amended, Title IX of the 1972 Education Amendments, Section 504 of the Rehabilitation Act of 1973, or related legal requirements should be directed to:

Director, Human Relations Program
Office of Human Relations
1130 Shriver Lab
University of Maryland
College Park , MD 20742
Telephone: 301-405-2838

Inquiries concerning the application of Section 504 and Part 34 of C.F.R. to the University of Maryland may be directed to:

Director, Disability Support Services
0126 Shoemaker Hall
University of Maryland
College Park , MD 204742
Telephone: 301-314-7682 (V/TTY)

Complaints and Dispute Resolution

GAs should always try to resolve job-related difficulties first at the departmental level. A number of departments have formal, written procedures for handling grievances of GAs. The university has grievance procedures for orderly action on specific issues, including a complete Human Relations Code. If there is a problem or complaint not covered by any specific code or procedure, consult the department or follow the suggestions given below. Please note that these descriptions refer to grievances of Graduate Assistants as employees of the university, not as students with academic grievances. The procedures for dealing with the latter are described in the Graduate Catalog .

Informal Consultation

If the GA is having unusual difficulties with his or her assignment, he or she should first discuss the situation with the individual faculty member or office head who serves as his or her supervisor. These people are very concerned with the success of the project or course to which GAs are assigned, so they are usually eager to help GAs straighten out any difficulties. If the GA is still not satisfied, he or she may wish to discuss the matter with the chair of the department.

If problems arise related to the GA's academic work, the GA should consult first with his or her academic advisor or major professor; second, the course supervisor; and finally, the department's Director of Graduate Studies. If further discussion is necessary, the GA may wish to contact the chair of the department.

Ombuds Office for Graduate Students

The Ombudsperson is available to all graduate students with questions or concerns related to their graduate experience. The Ombuds Office provides confidential and informal assistance in resolving conflicts and promotes fair and equitable treatment within the University. The purpose of the Ombuds Office is to insure that the graduate student voice is heard and that problems receive impartial attention. The Ombudsperson does not advocate for an individual; rather, the Ombudsperson advocates for a fair process to promote the University's commitment to excellence in graduate education. The Ombuds Office can be reached at 301-405-3132. Please direct all queries to Ms. Joanne DeSiato, Graduate Student Ombudsperson, Graduate School , 2103 Lee Building .

Formal Complaints

If a GA wishes to make a complaint about the entire department, he or she should see the Dean of the college. If the college Dean is unable to satisfy the GAs concerns, he or she should feel free to seek counsel from one of the Associate Deans of the Graduate School (2123 Lee Building ; 301 405 0376) or from the Graduate Student Ombudsperson.

 

English Proficiency Requirements

Teaching Assistants at the University of Maryland are exptected to be proficient in English.  All International Graduate Teaching Assistants (ITAs) are required to undergo an evaluation of their proficiency in English by the Maryland English Institute (MEI) before they assume any classroom responsibility. The evaluation is paid for by the Graduate School . If the MEI evaluation indicates a deficiency in English, the student will be required to enroll in UMEI 006 (Pronunciation) or UMEI 008 (Advanced Oral Communication Skills); the student will not incur any fees or charges for these classes. The student must pass the required course before the student is assigned any work requiring contact with undergraduates.

If the TA has obtained a score of less than 50 on the TSE, or did not take the TSE at all, and failed to pass the MEI evaluation, the tuition charges for UMEI 006 and/or UMEI 008 will be billed to the graduate program that admitted the ITA.

The following categories of ITAs are exempt from taking the MEI evaluation: 1) ITAs educated in the United Kingdom, English-speaking Canada, Ireland, Australia, New Zealand, or British Commonwealth Caribbean; and 2) TAs who will not have direct contact (classroom, laboratory, advising, etc.) with undergraduate students. ITAs who believe that they belong in either of these categories should consult with their department chair or graduate director to arrange for an exemption from the MEI evaluation. Students who initially were exempted from the MEI evaluation may not be given student-contact assignments at a later time without first passing the MEI evaluation.

Tuition Remission and Mandatory Fees

All GAs on a full-time appointment (20 hour) receive 10 credits of tuition remission per Fall and Spring semester as a standard benefit. GAs on a full-time 12-month appointment are eligible for an additional four (4) credits of tuition for one summer session (Summer I or Summer II) and four (4) credits for winterterm. Full-time GAs on 9 and 9.5 month appointments are also eligible for four (4) credits of remission during each winterterm; these GAs are not eligible for summer tuition remission..  

All GAs on half-time appointments (10 hour) receive 5 credits of tuition remission per Fall and Spring semester. GAs on half-time 12-month appointments are eligible for an additional two (2) credits of tuition remission for one summer session (Summer I or Summer II) and two (2) credits for winterterm. Half-time GAs on 9 and 9.5 month appointments are also eligible for two (2) credits of remission during each winterterm; these GAs are not eligible for summer tuition remission.   

Tuition remission does not cover mandatory fees. Please see the Schedule of Classes for a current schedule of Mandatory Fees. Tuition remission benefits are contingent upon the assistant completing his or her duties for the entire semester in which tuition has been remitted. More information on tuition remission benefits is available from University Human Resources.

Residency Classification

All GAs who are on a full-time or half-time appointment are billed at the in-state rate for credits taken during their appointment, including any credits they take over the 10-credit tuition remission allowance. Official residency classification, however, does not change. Consequently, at any time when the graduate student is no longer supported by the assistantship-including summer months if the student is on a 9.5-month assistantship-he or she will be billed according to the official residency status which was assigned upon admission. Thus, a student may pay in-state rates during the academic year but out-of-state rates during the summer if that student is classified as out-of-state. We strongly urge all graduate students to be aware of their official residency classification status and address any problems immediately.

Questions about residency classification and changing status for those who intend to become permanent residents of the State of Maryland should be addressed to the Residency Classification Office, Room 1118 Mitchell Building, phone 301-405-2030.

Compensation and Salaries

All salaries for GAs, whether in research, teaching, or administration are determined by the University Budget Committee. At present there are three categories (called Steps) for the classification of GAs. These categories, based on experience and progress toward the degree, determine the levels of compensation.

Each department or graduate program is permitted to set their own levels for Teaching Assistants (TAs), Research Assistants (RAs), and Administrative Assistants (AAs), beginning with the base minimums set forth below, as long as they are uniform within the program.

Compensation Ranges for Step I Graduate Assistants and Fellows for the 2007-2008 Academic Year are available here.

* The 9 month assistantship may not be offered to Teaching Assistants. TAs must be offered the 9.5 month appointment.

** The Work appointment is 9.5 months; for payroll and budget purposes, the compensation is paid over 22 equal pay periods.

Departments and programs are permitted to determine their own increments for Step II and Step III, but the increments must be the same for all students within a department or program. In addition to the general criterion of being a graduate student in good standing, Step II students must possess a master's degree or have been a Graduate Assistant or Graduate Fellow for one year. To qualify for compensation at Step III, in addition to being in good standing, graduate students must have been admitted to candidacy for a doctoral degree.

Supplementation

The compensation of a full-time assistantship may be supplemented by departmental fellowships, gifts, or other special funds in an amount less than one-half the salary of a Step I Graduate Assistantship. The department still may not require the student to work more than an average of 20 hours per week.

Additional Employment

On-Campus Employment: According to policy at the College Park campus, domestic GAs who wish to hold more than one position on campus may do so only if the payment for the second position comes on an hourly basis from Labor and Assistants. This policy is necessary to avoid numerous complications concerning fringe benefits. For such individuals, the only fringe benefits allowed are those that are associated with the Graduate Assistantship. Graduate Assistants may be employed on campus for an additional 10 hours per week beyond assistantship duties, with an overload approval. In addition, no individual may be employed in two capacities in the same department. International students may be limited to a certain number of hours of employment according to their visa status; these students should check with the International Education Services Office, 3117 Mitchell Building , 301-314-7740.

Outside Employment: Although it is expected that the combined responsibilities of graduate student and assistant will occupy all the time available to a student during the academic year, the university does not prohibit GAs outside employment in addition to their university appointment. It is up to the GA to determine how much time, if any, he or she may devote to additional activities while still maintaining satisfactory progress toward the degree and satisfactory fulfillment of the GA's obligations. Departments and programs do have the discretionary right, however, to make appointments to students whose commitment suggests that they are most likely to attain their educational goals and maintain assistantship responsibilities in the most expeditious and effective ways.

 

Overload Payments for Graduate Assistants

9 ½ month appointments:

Any student employed as a full-time GA, TA or RA (20 hours per week) must have an overload approval for any employment above the assistantship assignment while classes are in session for the Fall and Spring semesters. An overload request must be submitted for Winter Term only if the student is enrolled in, or teaching, a Winter-term class, as a lecturer or TA, in addition to his/her assistantship assignment. Remember, the work dates for a 9 ½ month appointment are August 17 th to May 31 st . The payroll dates are pay period 04 to pay period 25; any changes to the student's appointment (work wise) cannot be made effective until June 1 st .

12 month appointments:

Any student employed as a full-time GA, TA or RA (20 hours per week) must have an overload approval for any employment above the assistantship assignment for the duration of the appointment, except when classes are not in session. During the Winter and Summer terms, an overload request must be submitted if the student is teaching a class, either as a lecturer or TA, in addition to his/her assistantship assignment.

Duration :

Overload requests should be for temporary, short-term arrangements only. The request must be limited to one semester per request and must be received and approved prior to the beginning of the appointment.

Funding Sources:

Graduate Assistants may not be employed in more than one position that would be eligible for benefits; their percentage on payroll may not exceed 50%. Administrators must pay for additional hours of the student's time with Labor & Assistant funds (subcode 2075).

Same Department Requests:

No individual Graduate Student may be employed in two capacities in the same department without an overload approval.

International Students:

Federal Law prohibits international students from working more than 20 hours per week while classes are in session. Thus, international students holding full-time assistantships (20 hours) are ineligible for overload assignments during the Fall and Spring semesters.

Summer Appointments:

If a student is to work during the summer and is currently on a 9-½ month appointment, the student should be on the payroll for the four or five equal pays for summer appointments. Students could also be paid as an hourly student, thereby beginning work as soon as classes are over. If the program elects to use the equal pays for summer and the student is also working in Summer Programs or another department, an overload form is required for the position held in summer programs or the other department.

Tax Status

Because of the U.S. federal tax code revisions effective January 1, 1987, all graduate students became liable to pay income tax on compensation received for Graduate Assistantships. The amount remitted for tuition is a fringe benefit and is not taxed. If a GA has questions about tax obligations, he or she should consult a tax counsel or the Internal Revenue Service (1-800-829-1040). ]

Health Insurance

Graduate Assistants, both full- and half-time, may enroll in the university employee health benefits program. The personnel coordinator in the department should be able to provide the appropriate forms. GAs must enroll within 60 days of their initial employment to be eligible for a health care program. Any graduate student who is ineligible for the employee health care programs may enroll in the student health insurance programs offered by the University Health Center to all students. GAs may also enroll their spouses and children under this program. For more information, call the University Health Center Insurance Office at 301-314-8165.

Retirement and Social Security (FICA)

Retirement benefits are not withheld from the salaries of Graduate Assistants. Graduate Assistants are exempt from Federal Insurance Contribution Act (FICA) taxes provided that they maintain enrollment and are registered with at least half-time status.

Leave Policy

9-month and 9.5 month Graduate Assistants are not eligible to earn credit hours for vacation or sick leave credit. If a Graduate Assistant does become ill, sick leave should be supported collegially. In the event that sick leave extends for a period of time longer than two weeks, the Graduate Assistant should be kept on the payroll for the balance of the semester. In order to be allowed sick leave in excess of two weeks, the Graduate Assistant must provide a letter from a physician or other licensed health-care professional that states (1) the nature of the illness, (2) that the Graduate Assistant should not return to work for health reasons, and (3) the duration of the required sick leave.

Maternity leave is not regarded as sick leave. If maternity leave is required, it should be discussed with the Graduate Assistant's graduate director or supervisor as soon as possible.

All graduate assistants with twelve-month appointments will have time away from their duties during the course of the appointment. A twenty-hour assistantship over a twelve-month period carries with it the expectation the student will be allowed five days (20 hours) of collegial absence. This time away from duties must be taken during the current appointment and may not be accumulated or transferred, nor does it include time when the University is closed. It may be taken following reasonable prior notification and the agreement of the student's supervisor.

Facilities

Departments generally provide GAs with suitable workspace, laboratory space, and office space, when necessary. Also, GAs usually have access to desks, file space, mail-boxes, computers, telephones, and duplicating machines or services. Contact the individual program or department for more specific information.

Parking

All vehicles must display a valid UMCP parking permit or be park in metered spaces. GAs are not assigned to faculty parking lots, but the Department of Campus Parking does try to assign GAs to a student lot close to the building where they work. Those who register early have the best choice of parking assignments. The Department of Campus Parking is located on the ground floor of Parking Garage II, 301-314-PARK.

Termination

The appointment may be terminated before expiration of the specified time under certain conditions, such as:

• incompetence, inefficiency, or neglect of duty;
• misconduct that is job-related
• delinquency in academic work;
• sexual harassment or other unethical or illegal behavior;
• loss or cancellation of funding source;
• voluntary mutual agreement.

Graduate Assistants will receive 30 days notice if their contracts are to be terminated before the original date specified in the offer letter. Egregious violation of the terms of the contract may result in the assistant's immediate removal from his or her assignment and termination of the contract within two weeks.