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Major Updates In Progress

As we all know, much has changed since Fall 2019! We are working hard behind the scenes to bring this page up to date - thanks for your patience and flexibility.

You can "watch" this page to be notified of important updates - see instructions on the Collab Access page.

Dear Colleagues,

In the Fall of 2019, we created this collaborative resource to share information about the campus’s strategic efforts to reform the graduate student funding model. We are now augmenting this to encompass all major  communications about this topic, organized chronologically in the table below. The FAQ resource can also still be found here.

We encourage you to visit this website regularly for information about graduate student funding reforms. As always, feel free to let us know your questions so that we might continue to update this website and the resources it contains.


Elizabeth H. Simmons,

Executive Vice Chancellor

James Antony

Dean of The Graduate Division

Steve Ross

Associate Vice Chancellor for Resource Administration

Chronological List of Documents and Communications

For a chronological list of documents and communications, please see Graduate Funding Reform - Documents and Communications.  
The same documents and communications are linked as pertinent in the topics and FAQ below. 

Answers to Frequently Asked Questions
Minimum Support Guarantee

The original October 14, 2019 memo indicated "Effective winter quarter, Doctoral and MFA students must be supported at a minimum of the equivalent of a 50% Teaching Assistantship. The minimum may be met by a combination of appointments and/or fellowships. The student’s home department is responsible for monitoring their level of support. The Graduate Dean has the authority to grant limited exceptions to this policy when deemed appropriate and in the best interest of the student."

The November 8th, 2019 update memo distributed to deans, department chairs, assistant deans, department business officers, and graduate coordinators, added an important clarification which reads, "However, at the suggestion of divisional partners, we are adding language to clarify the precise meaning of the first sentence so that it now reads, 'Effective winter quarter (2020), Doctoral and MFA students who were admitted with a guarantee of support must be supported at the minimum of the equivalent of a 50% Teaching Assistantship.”

Our department is eager to arrive at the point where every doctoral student is admitted with a promise of 50% support for 5 years. However, we are not there yet. Some of our current students were admitted with a promise of support for fewer than 5 years. Must the department retroactively change the support packages of all existing students to be 5 years at 50%?

No. The reform requires that any student whom the department has committed to support during a given quarter be supported at a minimum level of 50%. 

There is no requirement to retroactively change the length of time for which a given student will be supported. Our goal is to work toward a future where every new student will be admitted with a 5-year support package.

Added on 11/17/19, updated 8/23/21

Do these reform efforts imply that a Doctoral or MFA student will be guaranteed full funding past their fifth year? And do departments now have to fully fund students who have exceeded the original funding commitment they received from their departments at the time of their admission (what we call “post-admissions support commitment students”)?

The spirit of these reforms is that the university will work over time toward a model where all Doctoral students would be admitted with five years of guaranteed graduate financial support. As has always been the case, departments are encouraged to work with post-admissions support commitment students who remain eligible for funding to identify funding opportunities.

The university policy on graduate student support time limits has not changed.

Revused on 11/17/19

Proportional Split of Tuition & Fees

October 14, 2019 announcement:

"Graduate students remain eligible for tuition and fee payments and other benefits according to the criteria of their appointment(s). The cost of the tuition and fee payments and other benefits will be charged proportionally across the funding sources of the student’s support."

Will one-off stipends be factored into proportionality? If yes, how would this work given that they can be added at any time?

FY 2021-22: Stipends will not be included; the first phase is employment only.

Future State:  The workgroup is still reviewing mechanics, including consideration of the new SIS system.

Does proportional split apply to all MFA and doctoral students, or only those within their guaranteed support period?

The proportional split applies to all graduate students, regardless of degree aim or whether they are within the guaranteed support period.

Funding Models & Resource Allocations
Will there be fungibility across graduate funding sources (BG, TAFTE, TAHI/TAFE (if applicable), GSGEI)?

Yes, with two considerations:
1) graduate funding models must be used for direct graduate student support;
2) GSGEI includes a minimum amount of the funding that must be allocated to faculty who have paid fees from their grants.

Will any reconciliation across fund sources be necessary?

You will not be required to reconcile across fund sources; of course, reconciliation in the aggregate will be necessary to quantify carry-forward/deficit (with appropriate remediation plans)

Will TAHI/TAFE be redistributed to Divisions/Departments?

The decentralization of TAHI/TAFE will begin in 21-22. Money will be distributed to Divisions at the rate of 1 resident tuition & fee coverage (including "fee balance") per 50% TAship.

Per the terms of the ASE contract, all ASEs employed at 25% or greater time must receive 1 TAHI/TAFE. Units will be responsible for managing their TAHI/TAFE allocation in accordance with their teaching needs. In some cases, they may need to supplement their TAHI/TAFE allocation with additional department/program funds (for instance, if employing readers, or 25% ASE appointments of any kind).

On the other hand, students employed as ASEs in multiple units simultaneously will have a portion of their TAHI/TAFE proportionally paid by each unit.

Are non-student tutors (who do not incur T/F) considered when allocation TAHI/TAFE to units, or is it on the basis of salary dollars alone?

TAHI/TAFE is not allocated on the basis of appointment type - it is allocated on the basis of the TAFTE allocation.  If a unit employs non-student tutors, the TAHI/TAFE money that is not expended on these individuals can be used to support other individuals (for instance, those hired as readers, or those hired at less than 50% time).

If TAHI/TAFE will be redistributed, how is the additional work of this process on department staff being considered (which may be greater if the complexities are greater, including students opting out of health insurance)?

Anything we can share (formulas, templates, spreadsheets, diagrams) will be made public, so that we can help to streamline efforts as much as possible.

Process improvement is ongoing - for both the current state, and in the future state design considerations for SIS.

This question assumes there will be additional workload on staff. The changes will need to be in place for at least a couple of fiscal years before we can analyze the full impact - including both workload increase and efficiencies realized. If there are any material changes in the workload that merit a change in the divisional support model, they should be discussed with your Divisional Dean.

Will any money be added into the system to address the centralized over-spending of TAHI/TAFE?

The TAHI/TAFE budget is based on the TAFTE budget. The total TAFTE budget will not be increased*. The TAHI/TAFE will be calculated based on the number of FTE budgeted in the TAFTE model.

The recalculation of TA load (replacing PRC) was meant to be budget neutral, which meant no change overall in FTE. Any increase to the TAFTE budget will include TA salaries and TAHI/TAFE will increase or decrease proportionally.

*When undergraduate enrollment increases, the EVC Resource Management team will work with the Chancellor to review budgets. Undergraduate course enrollment drives TA funding - including FTE, salary, and remission benefits.

If TAHI/TAFE will be redistributed, what will the process be for using those funds? (i.e., will they be entered into the FSRT?)

Fee payment and remission requests will be entered into the FSRT, with modifications (more information coming soon!)

Graduate Funding Resource/Allocation Models
Block Grant

coming soon!

TA FTE (Teaching Assistant (FTE) Allocation Model)

For more information, please see EVC Resource Administration > Budget & Financial > Teaching Assistant Allocation Model

Decentralization of TAHI/TAFE

Effective FY 2021-22, the Teaching Assistant Allocation Model will include resources to cover resident tuition, health insurance, and full campus fees for each 50% TA calculated by the model (ie, every 1 FTE = 2 50% TAs).

Please stay tuned for updates to the EVC resource pages above and FAQs found below on this page.

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