Salary 

• Effective April 1, 2023, all Research Fellows at Michigan Medicine must have a minimum salary equivalent to their year(s) of postdoctoral experience at the University of Michigan on the most recent NIH NRSA Stipend scale. Salary components may include a combination of funding from the University of Michigan and outside institutions or fellowships. NIH guidelines.

Visit the Michigan Medicine Postdoctoral Research Fellows Policy page for more information.

Salary guidelines from SPG 201.19

• Before extending an appointment offer, the hiring unit must first identify resources to support the appointment for the entire length of the appointment 

• Hiring units may pay fellowships and/or salaries and associated benefit costs with the type of funds described below:

  • Externally funded training grants or fellowships, which may be administered through the University or paid directly by the granting agency to the Fellow.

  • Sponsored research projects, when such training is consistent with the terms of the grant or contract.

  • University general funds or other funds.

Paying Postdocs Above the Required Minimum

It is per the discretion of the dept & PI to pay beyond the required minimum. It is required, by UMMS, to provide annual increases following the subsequent NIH levels for years of experience at the University of Michigan.

• There are cases where postdocs are hired already having additional experience, and depts may choose to mirror a higher salary based on the NIH guidance, or even well beyond the minimum to stay competitive with applicants.

• Ultimately, U-M units have discretion to pay postdocs higher, depending on funding and operational/business needs.

• Because of the wide range of size and resources of Michigan Medicine research labs and the equally broad range of experience and skill levels of the postdoc population, we necessarily defer to faculty to determine an appropriate, competitive, and equitable salary for each of their trainees.  We do look to departmental administrators to consider equity across their units.  We have yet to discourage a department from paying their postdocs above the NIH guidelines!

Benefits Overview

All postdocs are eligible for the same benefits, no matter the funding source.

To familiarize yourself with the benefits afforded to postdocs, please visit the following two sources:

• Human Resources Benefits for Research Fellows

• SPG 201.19 Section D Terms & Benefits

A summary of common benefits:

Vacation

Annual vacation allowance equivalent to one month in twelve (22 workdays) for fellows appointed in yearlong increments. Fellows who are either part-time (i.e. less than 100% effort) or who are appointed for at least six months but less than one year shall receive a pro-rata vacation allowance. Fellows must take vacation time during the annual appointment period. The University will not provide pay in lieu of time off.

Sick Leave

Up to three weeks per year of paid sick leave, if unable to fulfill responsibilities because of personal sickness, childbirth, or injury. The Fellow may also use the three weeks of paid leave to care for a family member due to personal sickness or injury. If the Fellow is ineligible for paid parental leave (less than six months’ service), the Fellow may also use paid sick leave to bond with his or her newly born, newly adopted or newly fostered child within one year of the child’s birth or arrival in the home.

Maternity and Parental Leave

• Six weeks per event of paid maternity (childbirth) leave for birth mothers for physical recovery immediately following birth, provided that is consistent with the rules of the sponsor.

• Up to six weeks per event of paid parental leave for birth mothers, non-birth parents, adoptive parents to bond with a newborn or newly adopted or newly fostered child, or for legal guardianship of a child. A Fellow will become eligible for paid parental leave following a six-month period of employment as a Research Fellow, starting at the date of the first appointment, provided that it is consistent with the rules of the sponsor. Parental leave is available for use within one year of the event, and may be taken at one time or intermittently, with advanced notice and departmental approval, consistent with the rules of the sponsor.

• To use Paid Maternity Leave:
  The Fellow must report the qualifying illness/injury/childbirth to the University’s Work Connections program which provides confidential management of the event/condition while certifying eligibility to use paid extended leave. The Fellow is required to submit appropriate medical documentation to Work Connections. Work Connections will verify the qualifying medical disability, expected duration of absence and any work restrictions, and inform the hiring unit of the paid extended leave eligibility. Information about Work Connections and the authorization forms are available at: Work Connections.

  • • • Salaried Fellows who meet the eligibility requirements of the Family and Medical Leave Act of 1993 (FMLA) are eligible under the FMLA to be absent from work without pay for up to twelve weeks in their FMLA benefit year for a qualifying event, with continuation of University contributions to insured benefit coverage during the period. Benefits under the FMLA will be administered concurrently with benefits from paid extended leave (8.g.) and paid maternity (childbirth) leave.

Supplemental Retirement Account

Although postdocs do not receive an employee retirement match, salaried fellows (e.g. employee trainees) with a 1% or greater appointment of at least four months duration paid by the university are eligible to participate in a supplemental retirement account (no match).   A Supplemental Retirement Account (SRA) can be established with TIAA or Fidelity Investments as a way to save more for retirement on a tax-deferred basis.