1. An Educational Computer Based Training Program CBTCBT

2. U.T. Tyler Compliance Program uThe U.T. Tyler Compliance Program is intended to demonstrate the absolute commitment of the University to the highest standards of ethics and compliance with all applicable laws, policies, rules, and regulations. Ethical conduct and compliance are personal responsibilities, and each employee will be held accountable for his or her conduct.

3. Time and Effort Certification Online Training This training consists of four content modules and one exam module.

4. Module 1: Introduction to Effort and Effort Certification Introduction Objectives Defining Effort and Effort Certification The Difference between Effort and Payroll Faculty and Staff Responsibilities in Effort Module 2: Importance of Effort Certification Reasons for Completing Effort Certification Forms Federal Requirements Surrounding Effort Certification Risks of Not Complying with Effort Certification Module 3: Understanding Committed Effort Determining the Committed Level of Effort Meeting Effort Commitments Monitoring Effort Commitments Module 4: Effort Certification Examples Typical Effort Certification Situation Effort Committed with No Salary Support 100% Funded Faculty Award Received that Moves Committed Effort Over 100% Module 5: Exam Knowledge Assessment Time and Effort Certification Course Modules

5. Module 1: Introduction  Federal and state agencies, private foundations, organizations, and industry sponsors provide significant funding to enable The University of Texas at Tyler to conduct research, public service, and training projects. The University's Effort reporting system provides the principal means for certifying that the salaries and wages charged to, or contributed to, sponsored projects are reasonable and consistent with the portion of total professional activity committed to the projects. Section J.10 of OMB Circular A-21 provides the framework for acceptable methods of documenting after-the-fact confirmation of the Effort that employees spend on sponsored projects.  Salaries and wages typically comprise approximately 2/3 of the direct costs charged to sponsored projects. Appropriately Certified Effort Forms provide auditable documentation to demonstrate to the University's research partners that the sponsor did, in fact, receive the level of Effort described and expected through the proposal process, the award process, and all-post award communications with the sponsor.  The Time and Effort Reporting System is used by the University to certify Effort. All personnel working on sponsored activities are expected to use this system to certify their Effort. Time and Effort Certification Module 1: Introduction to Effort and Effort Certification

6. Module 1: Objectives After completing this training course, you will be able to:  Define Effort and Effort Certification.  Identify the importance of completing Effort certifications.  Understand Committed Effort.  Gain an understanding of the most common Effort situations. Time and Effort Certification Module 1: Introduction to Effort and Effort Certification

7. Module 1: Defining Effort and Effort Certification  Effort is the proportion of time spent on any activity, and is expressed as a percentage of the total professional activity for which an individual is employed by the University. The Effort Certification Form documents the proportion of work time devoted to:  Sponsored Projects (i.e., Contracts and Grants)  Teaching and Non-Sponsored Research  Clinical Practice  Administration  Other Institutional Activities  Effort is not calculated on a 40-hour work-week. If an investigator works 80 hours in a week, 40 hours represents 50% Effort. The total time employed constitutes 100% Effort. For example, if a graduate student is working a total of only 10 hours per week, that 10 hours represents 100% Effort.  The completed Effort Certification Form should reflect all activities conducted under the terms of your employment. Activities typically NOT included under your employment include:  Outside Consulting  Stipend Payments  Bonus Payments  Other Employers who Pay You Directly (i.e., the Veteran’s Administration)  Effort is expressed as a percentage of total employed time and is not reflected in hours. The total Effort expended cannot be more than, nor less than, 100%. Time and Effort Certification Module 1: Introduction to Effort and Effort Certification

8. Module 1: The Difference Between Effort and Payroll  Payroll and Effort distributions are not the same thing. Payroll distributions describe the allocation of an individual’s salary, while Effort distributions describe the allocation of an individual's activity to individual projects independent of salary. Effort is not a verification of our payroll system's accuracy.  The main purpose of using payroll distributions when reporting the Effort spent on a project is to ensure that the funds used to pay an individual's salary equals the percentage of time that the individual actually charged to the project.  Our Effort reporting process relies on payroll distributions to provide a general reminder of the projects on which an individual's salary was charged during the Certification period. Whenever payroll does not accurately reflect how the employee spent his or her time, the Effort must be corrected on the Effort Certification Form.  Individuals completing Effort Certification Forms are required to identify other areas where they provided Effort with no salary support and to report the appropriate distribution of Effort over all activities. Time and Effort Certification Module 1: Introduction to Effort and Effort Certification

9. Module 1: Faculty and Staff Responsibilities in Effort  UT System policy requires that faculty certify their own Effort except in limited circumstances. For all other employees, Effort Reports must be certified by the Principal Investigator (PI), or by a responsible supervisory official having suitable means of verification of all the employees’ professional activities under their employment. Therefore, PIs may also be required to confirm the Effort Certifications for people who work on their projects, provided the PI has knowledge of all the employees’ professional activities. In addition, PIs are responsible for completion of these Effort Certifications by the 10th of each month.  PIs are also responsible, with assistance from the University administration, for monitoring their Effort commitments. For the majority of sponsored projects, the PI and the University commit to levels of Effort through the proposal. If the receipt of an award increases a PI's Committed Effort to greater than 100%, the PI must work with the administration to revise the level of Effort required through communication with the sponsors, reduced Effort on other activities, or refusal of the award.  The University of Texas at Tyler must be consistent with how it proposes Effort levels on sponsored awards and how that same Effort and related salary will be charged and certified. Proposals, like Effort Certification, should not be based on a standard 40-hour workweek. If an individual routinely works 80 hours a week, 8 hours a week is 10% Effort, not 20%. The 80-hour base is how Effort should be proposed, salary charged, and Effort certified. The PI is responsible for proposing Effort at a level consistent with the time available considering all other Effort commitments. Time and Effort Certification Module 1: Introduction to Effort and Effort Certification

10. Module 2: Reasons for Completing Effort Certification Forms  Effort Certification Forms provide documentation to support the level of Effort performed on each award and University activities. This documentation supports the salary charges on the sponsored accounts. In essence, the Effort Certification Form is the "invoice" for the salary charges on the award.  Most of the University's sponsors consider the Effort Certification Form to be the primary auditable document to support salary costs on an award. Additionally, the Effort levels must be documented to support the University's assertion that it is meeting the Effort levels to which it committed through the proposal/award process.  The Effort Certification Form proves to the sponsor that it is receiving the level of Effort it is paying for and the level of Effort it is expecting to receive based on the proposal/award process. In some instances, the University agrees to perform a level of Effort without a corresponding salary reimbursement. The Effort Certification Form will document this level of committed cost-sharing as well. Time and Effort Certification Module 2: Importance of Effort Certification

11. Module 2: Federal Requirements Surrounding Effort Certification  OMB Circular A-21 is the federal government's cost principles for colleges and universities. It defines what costs are allowable and allocable to federal agreements.  OMB Circular A-21, Section J.10, indicates criteria for acceptable methods of apportioning salaries and wages. It requires a payroll distribution system to charge salaries to awards and accounts based on a plan or estimate of how the individual will spend his or her Effort during the period.  Circular A-21 also requires an after-the-fact activity report that encompasses all employee activities. The after-the-fact activity report must be performed regularly and must be certified by an individual who has suitable means of verification for 100% of an employee's activities. Any differences between the estimate in the payroll distribution and the after-the-fact activity report must be resolved by adjusting the costs on the award. Time and Effort Certification Module 2: Importance of Effort Certification

12. Module 2: Risks of Not Complying with Effort Certification  Since Effort Certification Forms provide the documentation necessary to support the salary charges on awards, both direct and indirect costs may be disallowed and penalties imposed after reimbursement if auditors find such documentation to be inadequate. Some reasons why an auditor may find an Effort Certification Form to be inadequate include: It was certified by an individual who did not have suitable means of verification for 100% of the individual's activity. It did not encompass all of the activities performed by the individual under the terms of his/her employment at the University. The levels of Effort do not appear reasonable, given other conflicting documentation (i.e., clinical schedule, administrative duties, other research grants, etc.) that substantiates the responsibilities of the individual.  In addition, if an Effort Certification Form is found to be falsified, criminal charges may be brought against the individual certifying the falsified Effort Certification Form.  As the primary award recipient with oversight accountability to the research sponsor, The University of Texas at Tyler may suspend the research rights and privileges enjoyed by the PI and the research staff when they do not adhere to this policy. If a PI does not adhere to the Effort reporting policies, The University of Texas at Tyler may not submit proposals for the PI and may inactivate existing accounts in the accounting system. Disregard of these policies may also lead to other disciplinary actions in accordance with the faculty appointment policies. Time and Effort Certification Module 2: Importance of Effort Certification

13. Module 3: Determining the Committed Level of Effort  The majority of sponsored projects are cost-reimbursable agreements obtained through a proposal process that describes the level of Effort the PI and other key personnel will devote to the project. If an award is accepted, the University is committed to providing this level of Effort. In most instances, only changes authorized by the sponsor can reduce this commitment. The University must monitor whether it is meeting the level of Effort it committed to in the proposal/award process by monitoring the level of Effort of the Principal Investigator and "key personnel" on the project.  If there was no level of Effort described in the proposal, we require a minimal level of Effort on the part of the PI and other key personnel during the period of the project. This minimum requirement does not apply to: Equipment Grants Dissertation Support Other Awards intended as “Student Augmentation“ Limited-Purpose Grants such as Travel Grants or Conference Support  Co-Investigators and other "key personnel" must meet the proposal/award Effort obligations for each sponsored project or arrange with the Office of Sponsored Research to amend their Effort commitments with the sponsor as needed. Time and Effort Certification Module 3: Understanding Committed Effort

14. Module 3: Meeting Effort Commitments  The Effort level committed to in the proposal/award process is for the entire award period. The Effort level may fluctuate during the award period and Effort should be certified according to the Effort performed during the Effort reporting period. To ensure that we are meeting the committed level of Effort, we must monitor the level of Effort of the PI and "key personnel“ on the project.  When a faculty member certifies a lower percentage of Effort than was committed, the faculty member and the department administrator need to determine whether the Effort for the total funding period is likely to be greater than 25% below the level of committed Effort. OMB Circular A-110 (Uniform Administrative Requirement for Grants and Other Agreements with Institutions of Higher Education, Hospitals, and Other Non-profit Organizations) would consider such a reduction of Effort a change in the scope of the project.  If there is a greater than 25% reduction from the committed Effort, the faculty member and the department administrator should talk with the Office of Sponsored Research to notify the sponsor to revise the level of committed Effort. It should be noted that the 25% guidance in OMB Circular A-110 may not apply to federal contracts and non-federal sponsors. The terms of these awards may require communication with the sponsor for smaller reductions in Effort levels. Time and Effort Certification Module 3: Understanding Committed Effort

15. Module 3: Monitoring Effort Commitments  Total Effort encompasses both, Effort devoted to sponsored projects, and Effort devoted to University activities. The Total Effort cannot exceed 100%. Generally, most faculty members have responsibilities for teaching, administration, or service that would preclude them from devoting 100% of their time to sponsored research.  Accordingly, department administrators and faculty should review all proposed sponsored Effort to assure that there are not other activities required of faculty members that would reduce the Effort available for sponsored activities.  Exceptions to this include junior faculty on career development grants who have no other teaching, administrative, or service responsibilities, and key research staff without other responsibilities. Time and Effort Certification Module 3: Understanding Committed Effort

16. Module 4: Typical Effort Certification Situation From 9/1/07 to 12/31/07: Dr. Dickerson works on several different research projects and her UT Tyler salary is $65,000 per year. She spends some time on other research activities.  During the last Effort reporting period, Dr. Dickerson worked an average of 60 hours a week. She estimates that she spent 15 hours a week on Grant A and 21 hours a week on Grant B.  Dr. Dickerson also spends one day a week (or about 12 hours per week) teaching a biology class.  Because of Dr. Dickerson’s particular expertise in biology, she is also listed as an internal consultant on Dr. Jefferson's UT Tyler grant. She estimates that she worked an average of 3 hours per week on this consulting.  Dr. Dickerson also assisted a colleague with his grant, and she spends some of her time on new research areas and research administration. Calculations: Sponsored Activity Departmental Activity  Grant A: 15/60 = 25% Departmental, Univ. Administration, & Support Services = 15%  Grant B: 21/60 = 35% Instruction/University Supported Academic Activity - 12/60 = 20%  Int. Consult. Grant C: 3/60 = 5%  Total Sponsored Activity = 65% Time and Effort Certification Module 4: Effort Certification Examples

17. Module 4: Effort Committed with No Salary Support From 9/1/07 to 12/31/07:  Dr. Nelson received salary support from Awards A (25%), B (30%), and C (45%) but not for Award D (Award D was received from the sponsor with no salary support provided for Dr. Nelson).  At the end of the period, Dr. Nelson estimates the Effort he spent on each award as follows: A - 25%, B - 30%, C - 30%, D - 15%.  Dr. Nelson also spends one day a week (or about 12 hours per week) in a clinic, and averages 9 hours seeing patients and 3 hours teaching interns and residents.  When Dr. Nelson received his Effort Certification Form from his administrator to certify his Effort, Award D was not listed.  Even though there was no salary support from Award D, it is important for Dr. Nelson to certify the Effort he spent on this award.  Dr. Nelson should make the necessary addition of Award D and the percentage of Effort on the Effort Certification Form.  Dr. Nelson should ask administration staff to process the appropriate Human Resources forms (appointments) in order to make the adjustments in the payroll distribution system. Time and Effort Certification Module 4: Effort Certification Examples

18. Module 4: 100% Funded Faculty From 9/1/07 to 12/31/07:  Dr. Osburn averaged 20 hours per week on Grant A and 30 hours per week on Grant B.  Dr. Osburn’s payroll is set up for him to receive 40% of his salary from Grant A and 60% from Grant B.  Each week, Dr. Osburn also worked an average of 4 hours on various committees and other university commitments.  Even though Dr. Osburn’s payroll was set up for him to receive 100% of his salary from sponsors, he is not spending 100% of his time on these projects.  Dr. Osburn needs to certify the time that he works on non-sponsored activities.  Dr. Osburn and his administrator should try to identify situations like this during the reporting period so that payroll can be distributed correctly. Calculations:  20/54 = 37% Grant A  30/54 = 56% Grant B  4/54 = 7% Departmental and University Administration and Support Services Time and Effort Certification Module 4: Effort Certification Examples

19. Module 4: Award that Moves Committed Effort Over 100%  In October of 2007, Dr. Mabry received a new Notice of Award for Award C that included a 25% Effort commitment.  However, Dr. Mabry was already working on Award A (with 50% committed Effort), Award B (with 30% committed Effort), and various departmental activities that accounted for the remaining 20% of Dr. Mabry’s time.  Since the receipt of Award C would increase Dr. Mabry’s committed Effort to greater than 100%, Dr. Mabry should talk with his administrator to determine if they will: Attempt to revise the level of Effort requested by communication with the sponsor. Reduce the Effort on other activities. Refuse the award. Time and Effort Certification Module 4: Effort Certification Examples

20. Effort and Effort Certification Conclusion Good job! You have completed the Effort Certification course. In this course, you:  Defined Effort and Effort Certification.  Identified the importance of completing Effort Certification Forms.  Gained an understanding of Committed Effort.  Gained an understanding of the most common Effort Certification situations. Go to the next slide to begin your exam. Time and Effort Certification Conclusion

21. Time and Effort Certification TEST YOUR KNOWLEDGE Following are questions to test your knowledge of the information presented. Answer all questions correctly to receive credit for the training.

22. Question #1 Identify any costs that exceed the agreed upon Identify any costs that exceed the agreed upon Effort, and determine how much the sponsor Effort, and determine how much the sponsor should contribute to make up the difference. should contribute to make up the difference. What is the primary purpose of Effort Certification? Ensure that the labor being performed on a Ensure that the labor being performed on a project is being equally distributed among the project is being equally distributed among the various groups working on the project. various groups working on the project. Assist payroll with its task of compensating faculty. Assist payroll with its task of compensating faculty. Certify that the salaries and wages charged to, or Certify that the salaries and wages charged to, or contributed to, sponsored projects are reasonable and contributed to, sponsored projects are reasonable and consistent with the portion of total professional activity consistent with the portion of total professional activity to the projects. to the projects.

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24. Question #2 TRUE FALSE All personnel working on a sponsored activity are expected to use UT Tyler’s Time and Effort Reporting System to certify their Effort.

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26. Question #3 1/4 Salaries and wages typically comprise how much of the direct costs charged to a sponsored project? 1/2 2/3 ALL

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28. Question #4 Research An Effort Certification Form should NOT document the amount of time a faculty member devotes to which of the following activities? Stipend Payments Stipend Payments Teaching Administrative

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30. Question #5 A 40-Hour work week. A 40-Hour work week. The percentage of Effort a faculty member spends on a project during a week is based on what? The total time the faculty member The total time the faculty member worked for the university. worked for the university. A 60-Hour work week. A 60-Hour work week. Half the time the faculty member Half the time the faculty member worked for the university. worked for the university.

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32. Question #6 “Effort” is expressed as: Total of number of hours a week Total of number of hours a week devoted to the project. devoted to the project. Total amount of cost per week devoted Total amount of cost per week devoted to the project. to the project. The project’s level of difficulty compared The project’s level of difficulty compared to past projects. to past projects. The percentage of total professional The percentage of total professional activity (employment time). activity (employment time).

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34. Question #7 54 hours 54 hours Read the following scenario and determine the amount of Effort contributed by the PI. During the first week of June, Dr. White worked 70 hours. She spent 54 of those hours working on a grant project. For the purposes of certifying Effort, how much Effort did Dr. White contribute toward the grant project for that week? 100% 77% 40 hours 40 hours

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36. Question #8 What is the main purpose of using payroll distributions when reporting the Effort spent on a project? Ensure that faculty & staff are not overpaid. Ensure that faculty & staff are not overpaid. Ensure money used to pay an individual’s salary Ensure money used to pay an individual’s salary equals the percentage of time the individual charged equals the percentage of time the individual charged to the project. to the project. Allow the sponsors providing the grant money the Allow the sponsors providing the grant money the option of recommending that lower-salaried personnel option of recommending that lower-salaried personnel be used. be used. Determine if a portion of an individual’s Effort Determine if a portion of an individual’s Effort should be transferred to a project with greater funding. should be transferred to a project with greater funding.

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38. Question #9 Money from another project must be transferred Money from another project must be transferred to the project in question. to the project in question. What must be done if it is determined that a PI’s salary indicates that he or she spent more than the allotted time on a specific project? The situation is handled internally and the PI’s The situation is handled internally and the PI’s time is charge to overhead. time is charge to overhead. The discrepancy must be corrected on the Effort The discrepancy must be corrected on the Effort Certification Form. Certification Form. The PI is asked to reduce the amount of Effort spent The PI is asked to reduce the amount of Effort spent on the project in the following month. on the project in the following month.

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40. Question #10 TRUE FALSE “Effort” is a verification of our payroll system's accuracy.

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42. Question #11 Refuse the award. Refuse the award. If the receipt of a new project award increases a faculty member's level of Effort above 100%, the investigator should NOT do which of the following? Revise the level of Effort internally and DO NOT Revise the level of Effort internally and DO NOT notify the sponsor. notify the sponsor. Reduce the Effort on other activities with the Reduce the Effort on other activities with the sponsor’s approval. sponsor’s approval. Request that the sponsor revise the level of Request that the sponsor revise the level of Effort.

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44. Question #12 Administrative Personnel Administrative Personnel Who is required to certify the faculty member's Effort Form in a timely manner? The faculty member The faculty member The sponsor of the project The sponsor of the project The Dean’s Office The Dean’s Office

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46. Question #13 TRUE FALSE Effort Certification Forms can be certified by any supervisory official at the University.

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48. Question #14 Provide data that will indicate whether current Provide data that will indicate whether current staffing levels are adequate. staffing levels are adequate. What is one function of the Effort Certification Form? Ensure that proposals submitted are realistic. Ensure that proposals submitted are realistic. Provide documentation to support the level of Effort Provide documentation to support the level of Effort performed on each award and University activities. performed on each award and University activities. Help determine the budget for the next fiscal year. Help determine the budget for the next fiscal year.

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50. Question #15 TRUE FALSE If we agree to perform a level of Effort without corresponding salary reimbursement, it must be documented on the Effort Certification Form.

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52. Question #16 TRUE FALSE The University can agree to perform a level of Effort without a corresponding salary reimbursement.

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54. Question #17 It defines what costs are allowable and allocable to It defines what costs are allowable and allocable to Federal assistance agreements. Federal assistance agreements. Which one of the following assertions regarding OMB Circular A- 21 (cost principles for colleges and universities) is correct? It sets a salary limit on the personnel participating in It sets a salary limit on the personnel participating in the project. the project. It requires individuals to obtain a suitable means of It requires individuals to obtain a suitable means of verification of at least 50% of an employee’s activities verification of at least 50% of an employee’s activities before certifying the Effort Certification Form. before certifying the Effort Certification Form. It sets the time frames for completing Effort It sets the time frames for completing Effort Certification Forms. Certification Forms.

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56. Question #18 TRUE FALSE Differences between the after-the-fact activity report and payroll distribution do not need to be resolved.

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58. Question #19 Costs on the award must be adjusted to reflect Costs on the award must be adjusted to reflect actual Effort. actual Effort. How are differences between the estimate in the payroll distribution and the after-the-fact activity report resolved? Differences should be noted by the departmental Differences should be noted by the departmental administrator and made up over time. administrator and made up over time. Any differences are waived and require no further Any differences are waived and require no further action. Differences between payroll and Effort reporting Differences between payroll and Effort reporting never occur. never occur.

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60. Question #20 Penalties could be imposed on our Penalties could be imposed on our institution. What type of action can a sponsor take against us if unexplained discrepancies appear in Effort Certification Forms? Disallow direct costs. Disallow direct costs. Disallow indirect costs. Disallow indirect costs. All of the above. All of the above.

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62. Question #21 Which of the following is NOT a reason why an auditor may find an Effort Certification Form to be inadequate? Considering the responsibilities of the faculty member, Considering the responsibilities of the faculty member, the level of Effort listed on the form does not appear to be the level of Effort listed on the form does not appear to be reasonable. Indirect costs listed do not appear to be fair and Indirect costs listed do not appear to be fair and reasonable. The form is not consistent with other documentation of The form is not consistent with other documentation of activities that the faculty member maintains (i.e., clinical activities that the faculty member maintains (i.e., clinical workload, administrative duties, etc). workload, administrative duties, etc). A faculty member’s activity was certified by an individual A faculty member’s activity was certified by an individual who did not have suitable means of verification of 100% of who did not have suitable means of verification of 100% of faculty member’s activity. faculty member’s activity.

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64. Question #22 TRUE FALSE Individuals who certify false Effort Certifications are protected against individual criminal charges.

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66. Question #23 The Sponsor The Sponsor If proposal/award Effort obligations for a certain project are not met, who must help the co-investigators and other key personnel amend the Effort commitments? The PI The PI Payroll Office of Sponsored Research Office of Sponsored Research

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68. Question #24 What step must be taken if it is determined there will be a 25% reduction in actual Effort when compared to the Effort level committed to in the award process? Assign another faculty member to the project Assign another faculty member to the project without approval from the sponsor. without approval from the sponsor. Revise the proposal. Revise the proposal. Consult with the Office of Sponsored Research to Consult with the Office of Sponsored Research to notify the sponsor to revise the level of Committed notify the sponsor to revise the level of Committed Effort. Do nothing. Do nothing.

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70. Question #25 What must our institution do in order to ensure that it is meeting the committed level of Effort? Monitor the level of Effort of the principal Monitor the level of Effort of the principal investigator and “key personnel” on the project. investigator and “key personnel” on the project. Monitor the level of Effort of the sponsor. Monitor the level of Effort of the sponsor. Require faculty members to complete detailed Require faculty members to complete detailed timecards. Ensure the sponsor monitors the level of Effort. Ensure the sponsor monitors the level of Effort.

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72. Question #26 Effort may be reduced if the actual level of Effort is found to be a certain percentage below the level of committed Effort. What amount of deduction will cause this to happen? 20% and greater 20% and greater 10% and greater 10% and greater 25% and greater 25% and greater 50% and greater 50% and greater

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74. Question #27 Which of the following groups are permitted to devote 100% of their time to sponsored research? Doctors who practice medicine and treat patients. Doctors who practice medicine and treat patients. Professors who teach regularly. Professors who teach regularly. Key research staff who do not have other Key research staff who do not have other responsibilities. Assistant Dean for Enrollment who has a research Assistant Dean for Enrollment who has a research laboratory.

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76. Question #28 Why should department administrators and faculty review the percentage of time being proposed for each individual involved in a research project? Ensure that there are no other activities that prohibit Ensure that there are no other activities that prohibit members of the research team from devoting at least the members of the research team from devoting at least the time proposed. time proposed. Ensure that each member of the project is not Ensure that each member of the project is not contributing equally to the work being done. contributing equally to the work being done. To ensure that each member of the project is To ensure that each member of the project is contributing equally to the work being done. contributing equally to the work being done. Ensure that a professor or doctor’s schedule can be Ensure that a professor or doctor’s schedule can be altered to allot the individual. altered to allot the individual.

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78. Question #29 TRUE FALSE Total Effort encompasses both, Effort devoted to sponsored projects, and Effort devoted to University activities.

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80. Congratulations… you have completed your training on Time and Effort Certification. The University of Texas at Tyler General Compliance Training

81. The Training Post An Educational Computer Based Training Program CBTCBT