Office of Postdoctoral Affairs

Policies for Postdoctoral Associates and Fellows

This policy defines the terms of appointment, professional expectations, and institutional support for Postdoctoral Associates at 91社区. It aims to standardize the postdoctoral experience across diverse departments to ensure equitable treatment, effective training, and professional growth and is essential for maintaining research excellence while ensuring these scholars are treated as high-level professionals. The following policy framework balances the dual nature of the postdoc: a trainee refining their skills and a professional employee driving the university鈥檚 research mission. It does not address other appointments for individuals with a doctorate degree who are employed as visiting professor, instructor, or research technician.

91社区 maintains an Office of Postdoctoral Affairs within The Graduate School, which is responsible for providing a centralized set of policies applicable to all postdocs, regardless of funding source. This Office ensures that all academic units and postdocs comply with the policies defined below, and consults on grievances or conflicts that may arise between postdocs and their faculty sponsor/advisors, and connects postdocs to professional development and networking opportunities through referral to other groups or agencies such as the Graduate Center for Professional Development and the National Postdoctoral Association.

A. Definitions

Postdoctoral research associates (referred to herein as 鈥減ostdocs鈥) are trainees in residence at 91社区 with an earned doctorate (Ph.D., M.D., or equivalent) who are pursuing advanced research, teaching, and professional experience in preparation for an independent academic or research career. Postdocs engage in a defined period of mentored research and/or scholarly training for the purpose of acquiring the professional skills needed to pursue a career path of their choosing. Postdocs at 91社区 are supported through one of several employment categories, depending on the source of funding for their position.

  1. Postdoctoral Associates (SL-1) may be appointed through a NY state-funded position offered through an academic unit (college, department, or program) at 91社区. These state-funded positions are entry-level positions covered by UUP contract, but are not eligible for permanence. As such, the procedures for hiring a postdoc through a state-funded mechanism, benefits, and personnel matters are managed by Human Resources in accordance with SUNY guidelines.
  2. Postdoctoral Associates may also be hired and appointed on sponsored projects (contracts and grants). Because postdoctoral appointments on sponsored projects are not state-funded positions, they are managed through Human Resources within the Division of Research and subject to policies and procedures set forth by the .
  3. Postdoctoral Fellows are supported by a competitive award of financial support to an individual or through an institutional training grant, which provides a stipend and in some cases money for benefits coverage and/or professional development. Although Postdoctoral Fellowships may be awarded on the basis of a proposed research program, they are not awarded to accomplish a specific statement of work, and they do not lead to an employer-employee relationship. Postdoctoral Fellowships are awarded on a merit basis to assist a scholar in their professional training and development. Postdoctoral Fellowships may be paid through the Research Foundation or directly to the individual from the funding organization. Postdoctoral Fellows are official affiliates of the institution and must comply with 91社区 policies and procedures.
  4. Faculty Sponsor/Advisors are members of the graduate faculty who mentor, supervise, and train postdocs at 91社区.

B. Eligibility and Terms of Appointment

To be classified as a Postdoctoral Associate, the individual must:

  • Have been awarded a doctoral degree (Ph.D., Sc.D., M.D., or equivalent) within the last five years. Confirmation of degree completion should be performed by the faculty sponsor/advisor or Human Resources prior to start of the appointment. If the candidate has completed all requirements but their doctoral degree has not yet been conferred, an official letter from the registrar at their degree-granting institution can be used to verify the expected degree conferral date.
  • Be engaged in full-time, advanced research, scholarship, or teaching under the mentorship of a faculty sponsor/advisor at 91社区. Part-time postdoctoral positions require approval from The Graduate School and must adhere to the guidelines that appear later in this policy.
  • Be appointed for a time-limited period, not to exceed five cumulative years. In accord with SUNY, RF, and national guidelines, postdoctoral appointments may not exceed a total of five years. This maximum includes cumulative postdoctoral research experience at 91社区 or elsewhere. Exceptions for appointments totaling more than five years may be requested in the following circumstances: (a) Individuals who begin a second postdoctoral appointment in a new field may, upon the new faculty sponsor's request, have their total period of postdoctoral training extended to a maximum of six years. (b) Requests for extensions due to leaves of absence will be considered on a case-by-case basis.

Requests for exceptions to these rules must include a written statement from the sponsoring faculty member indicating what additional training the individual will receive, and the reasons for which the exception is requested. Requests should be sent to the Graduate School for review and approval with sufficient time for the postdoc to make planful decisions on their careers.

During its term, an appointment is contingent upon satisfactory performance, project goals and milestones, and the availability of funding. At the end of the term and subject to the limits set forth in this policy, the appointment may be eligible for renewal, based on satisfactory performance, the availability of funding, and programmatic need.

C. Compensation policies for Postdoctoral Associates

Source of funding:  Postdocs may receive financial support through appointments on New York State-funded lines administered by academic units on campus, or through RF appointments associated with sponsored projects or externally-funded fellowships. Postdoctoral Associates and Fellows may not be self-employed or pay their own salaries. For more information, see .

Minimum Compensation:

Effective July 1, 2026, the minimum postdoc salary for full time postdocs at 91社区 will be $59,000 annually, regardless of the source of support (NY State or RF).

Effective July 1, 2027, the minimum postdoc salary for full time postdocs at 91社区 will be bench-marked to the National Institutes of Health (NIH) base salary for 鈥渮ero year鈥 postdoctoral associates. This federally-determined benchmark is adjusted annually and sets a national standard for postdoctoral compensation. Currently, the minimum NRSA stipend is $62,232 annually, which has not been updated for FY2026.

Effective immediately, all new grant and fellowship applications must propose budgets that conform to these new institutional standards.

Academic units may establish a higher minimum salary level for Postdoctoral Associates paid within a specific department, school, or college.

 

Benefits:

The benefits afforded to Postdoctoral Associates depend on whether they are appointed on a SUNY-State funded position or through a sponsored projected managed by the Research Foundation (RF) of SUNY. Although there are meaningful differences between the benefits packages offered through SUNY and the RF, both agencies have clear provisions for health insurance, retirement packages, paid vacation, sick leave, and parental leave.

Detailed information on benefits can be found on the respective websites of the sponsoring unit: 

For Postdoctoral Fellows:  Because this is a "non-employee" position and no fringe benefits accrue, the Postdoctoral Fellow is not eligible for employee benefits.

Postdoctoral Fellow Insurance Requirement:  Arrangements will be made with the campus Research Foundation Personnel/Payroll Office to enroll Research Foundation Postdoctoral Fellows in the Graduate Student insurance plan. Units will need to identify funding sources to cover the costs of the Fellow insurance that can include funding from sponsors, use of departmental and or faculty infrastructure funds and possible subvention by the Research Division.

D. Part time and short-term Postdoctoral Appointments

Because research is results-oriented rather than clock-oriented, this policy is intended to prevent part-time postdocs from working full time to keep a project moving at lower compensation rates. Full-time status is the default expectation for all postdocs appointed at 91社区, regardless of funding source. Exceptions to this rule are made on a case-by-case basis and must fall within the range of 50%-80% effort. Approval for part-time status requires a written request from the postdoc, endorsement from the faculty advisor, and formal approval from both the Graduate School and Human Resources. The university typically only approves part-time status to meet specific personal necessity needs of the postdoctoral associate, including but not restricted to health issues or medical/personal leave; family caregiving responsibilities; or transitioning between roles (e.g., a "bridge" appointment after finishing a PhD). Other acceptable exceptions are (i) constraints imposed by external funding agencies; or (ii) a scope of work defined in a budget proposed and approved by an external sponsor.

To ensure postdoctoral associates receive adequate training and professional development to advance their careers, the minimum initial duration for a postdoctoral appointment is typically one year for postdoctoral candidates hired externally. The primary exception to this rule is for a bridge appointment, when a doctoral student from 91社区 University finishes their PhD and there is a desire to stay for a shorter-term appointment (often 2鈥6 months) to finish a project/paper or wait for their next position job to start. These bridge appointments are classified as postdoctoral associates and are handled as internal, transitional appointments.

Working part-time does not stop the clock or extend the 5-year limit on postdoctoral appointments unless a leave of absence has been formally approved.

Many funding agencies require full time commitment of effort and forbid outside employment or part-time status except in extreme extenuating circumstances. Approval of part-time status for postdoctoral associates may require prior approval from external funding agencies, as well as changes to grant budget and effort reporting. 

E. Rights and Responsibilities

  • Responsibilities of Faculty Sponsor:  A faculty sponsor inviting a postdoc to 91社区 works with that individual to develop a plan of research, goals for the period of training, and a plan for dissemination of the research, including plans for presentation and authorship. The faculty member approves this plan, and during the term of the appointment, ensures adequate office/laboratory space, and provides ongoing mentoring and guidance. Professional training for Faculty Sponsors in effective mentorship is available through the Graduate Center for Professional Development.
  • Responsibilities of Postdocs: Postdocs are expected to carry out the research and scholarship outlined in discussions with the faculty sponsor, to communicate regularly with the faculty sponsor, and to notify the faculty sponsor of changes in career plans. All data and research records generated in University laboratories and facilities remain the property of the University in accordance with the Intellectual Property and other relevant policies of the campus.
  • Research Ethics, Compliance, and Training: Postdocs are expected engage in the Responsible Conduct of Research (RCR) at all times and may be required to complete both initial and recurring annual RCR training requirements as a part of their postdoctoral appointment. Additional information on meeting RCR requirements and other aspects of research compliance are available through the Office of Research Compliance. Understanding the rules and regulations governing research compliance is a shared responsibility of the faculty sponsor/advisor, who shall introduce the postdoc to such regulations, and the postdoc, who must learn and adhere to regulations.
  • Grievance Procedures: Postdocs have access to the University Ombudsman and formal grievance channels available at 91社区 to resolve disputes regarding mentorship, authorship, workplace environment, or other matters that arise. When appropriate, the Office of Postdoctoral Affairs may refer postdocs to the Grievance Committee of Graduate Council for consultation.
  • Principal Investigator (PI) Status: Pre鈥 and post鈥恉octoral student eligibility for PI status is guided by funding agency requirements. The faculty advisor or sponsor who independently qualifies as a PI will be listed as a co鈥恑nvestigator.

F. Mentorship and Professional Development

A postdoc is a transitional role; therefore, mentorship is a mandatory component of the appointment.

  • Formal mentorship training:  Faculty sponsors/advisors are eligible to receive formal training in best practices for mentoring. These sessions are broadly applicable to multiple levels of trainees (undergraduates, graduate students, postdocs, etc.) and are routinely offered through the Graduate Center for Professional Development.
  • Individual Development Plan (IDP):  Within 90 days of hire, the postdoc and their faculty sponsor/advisor should co-create an Individual Development Plan (IDP). This document should be reviewed and updated annually to ensure that training and professional development experience is adequately tailored to the evolving career goals of the postdoc.
  • Protected Time:  Postdocs should be afforded adequate time to engage in professional development activities to enrich their training experience, such as grant writing workshops, teaching certifications, or career counseling. Although protected time may vary based on other responsibilities, national standards for professional development recommend approximately 10% protected time (approx. 4 hours/week) to engage in professional development activities.
  • Annual Reviews: Faculty sponsors/advisors should provide a written performance evaluation once per year, focusing on research progress and career readiness.

G. Termination of postdoctoral training

Postdoctoral appointments are intended to be a time-limited period of one鈥檚 career, not to exceed 5 years. Termination of the training period typically occurs through one of several methods.

  • Resignation: It is appropriate and professional to provide as much notice as possible if it is necessary to resign a postdoctoral appointment before the appointment ends. It is expected that the appointee will provide at least one month of notice. Upon leaving a laboratory, a postdoc is obligated to leave all original notebooks, data and reagents in a state that will allow continuation of the project and ensures compliance with the Intellectual Property Policy, Research Foundation of SUNY Patents and Inventions Policy, Computer Software Policy and other relevant policies of the University.
  • Termination: For postdocs paid by a grant or contract, the faculty sponsor is the supervisor and may terminate, or not renew, the appointment in accordance with RF guidelines and that of the sponsoring agency. The faculty sponsor/advisor should strive to provide at least one month of notice where possible.
  • Expiration of training period: Once the 5-year period of postdoctoral training has been exhausted, the postdoc may transition to another full-time position at 91社区, such as (but not limited to) a Research Scientist position on the RF payroll, or a Research Associate on the SUNY-state payroll. Transitions from a postdoc to a full-time professional position is not guaranteed and may require the postdoc to apply to an openly-advertised position.