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University-Level Policy Ideas to Improve the Financial Lives of Graduate Students and Postdocs

August 14, 2023 by Jill Hoffman 1 Comment

In this episode, Emily shares the microinterviews she recorded at two higher education conferences this past summer. The conference attendees, virtually all of whom work at universities and most of whom have PhDs themselves, responded to this prompt: “What policy at your current university or one you worked at or attended in the past would you change to improve the financial lives of the PhD students and/or postdocs?” Listen through the episode for numerous ideas for policy change to advocate for at your university.

Links mentioned in the Episode

  • Graduate Career Consortium (GCC) Annual Meeting
  • Higher Education Financial Wellness Alliance (HEFWA) Summit
  • Host a PF for PhDs Seminar at Your Institution
  • Dr. Katy Peplin, Thrive PhD
  • Emily’s E-mail Address
  • PF for PhDs Subscribe to Mailing List
  • PF for PhDs Podcast Hub
University-Level Policy Ideas to Improve the Financial Lives of Graduate Students and Postdocs

Teaser

00:00 Michael D: And the reproduction of knowledge requires financial security. And when you’re in a situation where you’re not getting paid a living wage, it’s very, very difficult to achieve that financial security. So for me, that’s definitely the major policy change that I would love graduate programs across the country to adopt.

Introduction

00:19 Emily: Welcome to the Personal Finance for PhDs Podcast: A Higher Education in Personal Finance. I’m your host, Dr. Emily Roberts, a financial educator specializing in early-career PhDs and founder of Personal Finance for PhDs. This podcast is for PhDs and PhDs-to-be who want to explore the hidden curriculum of finances to learn the best practices for money management, career advancement, and advocacy for yourself and others.

00:50 Emily: This is Season 15, Episode 5, and today I’m sharing the microinterviews I recorded at two higher education conferences this past summer. The conference attendees, virtually all of whom work at universities and most of whom have PhDs themselves, responded to this prompt: “What policy at your current university or one you worked at or attended in the past would you change to improve the financial lives of the PhD students and/or postdocs?” Listen through the episode for numerous ideas for policy change to advocate for at your university. The two conferences I attended were the Graduate Career Consortium Annual Meeting or GCC and the Higher Education Financial Wellness Alliance Summit or HEFWA Summit. GCC is primarily attended by university staff members working with PhD students and postdocs in career and professional development. The HEFWA Summit is attended by university staff members working in financial wellness and financial aid across undergraduate and graduate populations. These two conferences were excellent networking opportunities for me on top of the built-in professional development. However, there are plenty of universities who were not represented at these conferences.

02:10 Emily: Would you please consider recommending my financial education seminars and workshops at your university? My most popularly requested events for the upcoming academic year are How to Survive and Thrive Financially in Graduate School or Your Postdoc, How to Not Hate Your Fellowship During Tax Season, and Up-Level Your Cash Flow as a Graduate Student or Postdoc. Please direct an appropriate potential host within your graduate school, postdoc office, grad student association, etc. to PFforPhDs.com/financial-education/ where they can learn more. Thank you in advance!

02:53 Emily: You can find the show notes for this episode at PFforPhDs.com/s15e5/. Without further ado, here are the microinterviews recorded at GCC and the HEFWA Summit.

What policy at your current university or one you worked at or attended in the past would you change to improve the financial lives of the PhD students and/or postdocs?

Understanding Financial Priorities of International Students: Karin Lawton-Dunn, Iowa State University

03:11 Karin L-D: Okay. So I’m Karin Lawton-Dunn and I’m at Iowa State University. And what policy would you change when you’re current or former university campus to improve financial life for graduate students or postdocs? Since I work primarily with international students, I think I would try to change the understanding of faculty and staff of all of the different priorities that international students have with their money, and so that, you know, they really will go without food, without meals, so that they’re able to send some money home to their families that are also in need and struggling with food and housing. And I think that we need to be understanding of that and not punishing them for doing that.

Fee Exemption: Laura Farrell-Wortman, University of Arizona Cancer Center

03:53 Laura F-W: I’m Laura Farrell-Wortman. I’m the assistant director for academic programs with the University of Arizona Cancer Center. So I think that the policy that I would change would be to exempt PhD students from required fees, because I think that it really is, you know, important revenue generation for the university. But it does feel a little bit like kind of like the company store right where you are getting the money for working there, but that you’re turning right around and giving the money back to the university so it doesn’t feel like it’s a really sustainable system. And I would I would be interested to see what kind of revenue generation they’re actually getting from the PhD students and whether or not that could be found in an alternative means.

Postdoc Stipends and Benefits: Kaylee Steen, University of Michigan Medical School

04:41 Kaylee S: My name is Kaylee Steen. I work at the University of Michigan Medical School, and my advice for changing a policy at our institution that we’re actually implementing is ensuring that all postdocs at least make the minimum NIH stipend for their years of experience at the university. I think is really key. And another policy that we have not implemented would be that postdocs receive the same retirement benefits as are the rest of our staff, with the 2 to 1 matching.

Postdoc Benefits: Chris Smith, Virginia Tech

05:19 Chris S: My name’s Chris Smith. I manage the Office of Post-Doc Affairs at Virginia Tech. And one policy I’d like to see change really across the landscape is treating postdocs more like employees with employee benefits, especially retirement matching. Some institutions do that. We are one of them, but a lot of them don’t. And I think it’s important for them to kind of set them up for success.

Postdoc Training and Benefits: Weiwei Xu, Tulane School of Medicine

05:40 WeiWei X: My name is Weiwei Xu. I’m the academic and career advisor for a biomedical sciences graduate program within the Tulane School of Medicine. I think we can actually provide postdocs with more training programs as well as social benefits and retirement benefits so that they feel more supported by the school and by their training programs.

Cost of Living Adjustments: Beth Hunsaker, University of Utah

06:05 Beth H: My name is Beth Hunsaker with the University of Utah’s Financial Wellness Center. I’m the associate director, and the policy that I would want to see changed is to have cost of living adjustments, how much it costs to have rent. When that’s over half of what their stipend is and they’re not able to go and work somewhere else does doesn’t work for their families.

Consistent Funding and Transparency: Chris Hamm, University at Buffalo

06:28 Chris H: My name is Chris Hamm from the University at Buffalo. And the first prompt it was asking about what policy would you change in your current or previous campus approved financial life for grad students? And for me, just working with graduate students, noticing the opportunities for GA TA and RA positions, we do have, you know, minimum amount of financing for those positions that are agreed upon. But I think it’s not consistent across the board for each of different departments. And also true, since it’s a larger university, it’s very siloed as far as what information’s available to graduate students. So I think being able to have that be a little bit more transparent, giving them the opportunity to be more competitive, get themselves these positions and also make them aware of it, because a lot of times it’s only specifically in departments and I think it’s a really great opportunity because that’s something that I did when I was in grad school as well to help fund my education and get my experiences.

Postdoc Benefits: Alexandra Schnoes, Science Communication Lab

07:22 Alexandra S: Hi, I’m Alexandra Schnoes. I am the director for professional development at the Science Communication Lab. One of the things that I think about a lot is, is how postdocs at different institutions are often under these weird sort of employment categories. They’re often in different employment categories at the same institution. They often don’t have access to things, even though they’re considered employees are also considered trainees. So they also often don’t have access to things like sometimes even health care. But potentially child care support or retirement accounts. And and all of these things are ridiculous. These are these are people with Ph.Ds who are acting as professionals and and they should be able to be treated like you know, the employees that they actually are, as opposed to some weird, crazy, you know, none of the above, which means they get none of the benefits and all of the work of being a postdoc sometimes for years on end, doing amazing work, making the university home. But then they’ve sacrificed finances, potentially health care, retirement accounts, the ability to have children, all of this, all of these are things that policies could actually help address.

Child Care: Kathryn Sawyer Vidrine, University of Notre Dame

08:57 Kathryn SV: So this is Kathryn Sawyer Vidrine from Notre Dame and if I were to change one policy to make life easier on graduate students and post-docs, it would be to provide childcare for children under two years old because there is almost none in our area. 

Postdoc Benefits: Peter Myers, Washington University in Saint Louis

09:16 Peter M: My name is Peter Myers. I’m at Washington University in Saint Louis. The one policy that I would change for postdocs would be to make them all employees of the university.

Wages/Stipends: Elizabeth Eikmann, Washington University in Saint Louis

09:30 Elizabeth E: My name is Elizabeth Eikmann. I am the program coordinator for Postdoctoral Community Engagement at Washington University in Saint Louis, and I was a graduate student at Saint Louis University. And if I could change one policy for my former university’s campus to improve the financial life of the grad students there, it would be immediate graduate assistantship raises. The wages currently are not even living wage wages. Graduate assistants there are paid only nine months out of the year instead of 12. So not only implementing a raise but also instituting a year round salary, which also includes year round access to health insurance, which is not currently a policy there on campus.

Retirement Benefits: Maggie Nettesheim Hoffmann, Humanities Without Walls Consortium

10:24 Maggie NH: My name is Maggie Nettesheim Hoffmann. I’m the associate director of Career diversity for the Humanities Without Walls Consortium. Which is a grant for a Mellon funded, grant funded project at space at the University of Illinois at Urbana-Champaign. But I am located at Marquette University in Milwaukee, Wisconsin. So I think the policy advice that I would give and more systemically across, you know, higher education across the nation would be to recommend to universities that you consider one of the benefits for graduate students enrolled in your schools to give them access to starting their own 403b plans while they’re working on their master’s degrees or their PhDs, and making that a real benefit of, you know, if you’re at a public university that has you know, that regard, students are organized, making that a part of your union contract negotiations, aiming at private institutions, right? I mean, it’s not a heavy cost to the institution at all just to give them a framework or structure to start investing into those for all three plants. So that would be one of the policies that I would advocate as a shift in our higher ed, higher education ecosphere. Yeah.

Financial Education: Brady Krien, University of Iowa

11:32 Brady K: So my name is Brady Krien and I work at the University of Iowa, and the policy that I would change on our campus is to actually give us greater latitude to provide resources and information about finances for graduate students, and particularly related to the tax implications of fellowships that they win and how they need to prepare in advance to deal with those.

Financial Education: Yazzmynn Martinez, University of Colorado, Boulder

11:58 Yazzmynn M: Hi, everyone. My name is Yazzmynn Martinez. I am a events education and emergency response coordinator at the University of Colorado Boulder. I work at the Basic Needs center and one policy that I would change about the university campus to improve the financial life of our graduate and postdoc students is to provide a more formal education on basic needs in general so that can include how to get housing before they start college and also how to like budget with groceries and other expenses. And I would also advocate to increase the stipend just because oftentimes that’s not even enough for students to cover their living expenses.

Transparency: Katy Peplin, Thrive PhD

12:45 Katy P: Hi, I’m Katy Peplin from Thrive PHD. You can find me at thrive dash PhD dot com. I work with graduate students all around the world on being a scholar and a human. What policy would be useful. I think that the biggest policy that universities can put in place is transparency. I know so many students who have been caught in between different policies where they weren’t aware that certain things applied to them when they actually did or they lost out on money because things were well communicated. And I know that it’s extra work for universities to make some of those things transparent. But the more information that’s readily and easily accessible, the less grad students have to depend on their departments or their advisors who might not be well informed to let them. Know about opportunities. So transparency.

Commercial

13:31 Emily: Emily here for a brief interlude. Would you like to learn directly from me on a personal finance topic, such as taxes, goal-setting, investing, frugality, increasing income, or student loans, each tailored specifically for graduate students and postdocs? I offer seminars and workshops on these topics and more in a variety of formats, and I’m now booking for the 2023-2024 academic year. If you would like to bring my content to your institution, would you please recommend me as a speaker or facilitator to your university, graduate school, graduate student association, or postdoc office? My seminars are usually slated as professional development or personal wellness. Ask the potential host to go to PFforPhDs.com/speaking/ or simply email me at emily@PFforPhDs.com to start the process. I really appreciate these recommendations, which are the best way for me to start a conversation with a potential host. The paid work I do with universities and institutions enables me to keep producing this podcast and all my other free resources. Thank you in advance if you decide to issue a recommendation! Now back to our interview.

Wages/Stipends: Sasha Goldman, Boston University

15:38 Sasha G: I am Sasha Goldman. I am the director of PCE resources at Boston University. And if I could change a policy on my current university campus to improve the financial life of the graduate students and postdocs, I would give everyone 12 months of funding and everyone more money.

Fellowship Payment: Joseph Gonzales, University of Miami

15:56 Joseph G: My name is Joseph Gonzales and I’m the senior director in the Office of Science and Assistance at the University of Miami. And the policy that I would change and this isn’t specifically related to my current campus. It’s based on my experience at different campuses. It’s how people pay like to pay fellowships, and especially when there’s a research component to it, they tend not to use the employment side of it where it would be there would be tax withholdings, because I believe sometimes faculty think that it’s a way to sidestep tax. The tax requirement when they don’t realize that it’s actually basically pushing it down the line for the student to deal with later and sometimes that often students don’t realize that there is a tax liability too, that comes with their financial aid. And by the time they’ve found out they haven’t saved money for that liability. So puts them in this financial crunch, sort of once their taxes are had been filed or they don’t claim it, and then it just gets pushed further down the line. So I would like faculty and universities in general to have said you’re trying to help other people. I don’t know if it’s more of a process that is that are aligned because it changes from one university to the other and how these are handled.

Wages/Stipends: Alex Embree, University of Missouri

17:39 Alex E: My name is Alex Embree. I’m the program manager at the Office for Financial Success for the University of Missouri. And the policy that I would want to have changed is that graduate student payment is in accordance with the value that they bring to the university when they are operating in a teaching capacity or grant. They need to be paid accordingly.

Time to Degree Transparency: Robbie Pearson, Southern Methodist University

18:03 Robbie P: My name is Robbie Pearson, and I’m the director of graduate and postdoctoral graduate career development and post-doc affairs at SMU in Dallas, Texas. And in terms of policies that I would be interested in revising around graduate education to improve the financial life of grad students and postdocs, I’m really interested in time to degree. I would like to see more transparency around how long it takes to earn a doctoral degree, and I’d like to see policies and initiatives around making sure that that’s a reasonable amount of time. Right. So in some fields it could take eight, nine, ten years to earn a doctoral degree or longer. And, you know, there’s some case that that’s important for the intellectual development of the scholar and for the research that they’re contributing to. But I also want to balance that against the reality that graduate students should be thinking of their time in grad student in grad school as an investment, not only into the intellectual development and into their field, but also into their financial futures. So getting them into the workforce in a reasonable amount of time is a really good thing. From my perspective.

Financial Education and Wages/Stipends: Stevie Eberle, Stanford University School of Medicine

19:03 Steve E: Stevie Eberle, executive director and assistant dean of biosecurity at Stanford University School of Medicine. So what policy would you change in your current or former university campus to improve the financial life of graduate students and postdocs? I would. We have an entry level class that all incoming graduate students have to take. And then there is a kind of an intro group that postdocs attend. And I really do wish we had financial training and planning built into the trainings, especially in the Bay Area because it’s so expensive and you you can’t quite understand it until you’re there. So I really would like somebody who can very directly explain the market and directly explain how to navigate it and have the resources to develop that. That being said, I think it is the administration’s responsibility to also help build better structures for that which we are working on, I will say. So we have subsidized housing in that type of thing, but subsidized housing is still very expensive. So I would like to have better pay, better caps, better minimum salaries and better coaching for faculty on how to treat something else. And often treat students and postdocs as more respectfully and more like adults and give them better tools for negotiation. Because I do think sometimes faculty just don’t know that. Sometimes they do, and that’s the problem, but sometimes they don’t. So I’d like to do better education on equitable offers and help better develop those kind of baseline expectations for parents and for this.

Cost Transparency: Derek Attig, University of Illinois, Urbana-Champaign

20:57 Derek A: I’m Derek Attig. I work in the Graduate college at the University of Illinois, Urbana-Champaign. And I’d like to see it be consistent that tuition and fees and the total cost of graduate education is completely transparent to people before they apply and when they’re making the decision to attend so they can understand the costs and weigh that against outcomes they hope to achieve.

Wages/Stipends: Michael Dedmon, National Endowment for Financial Education

21:25 Michael D: My name is Michael Dedmon. I’m the research director at the National Endowment for Financial Education and a Ph.D. candidate in political science at Syracuse University. I can definitely say for me that the single policy change that I would love for my graduate program, which is still sort of considering to adopt, is to raise wages and raise stipends for for graduate students. My department recently unionized, even though I’m an advanced graduate student and no longer in the bargaining unit. It’s something that’s very, very close to my heart that I think is very important. It’s beneficial for universities in terms of recruitment and retention. It reduces time to degree. It reduces attrition. We all know the benefits of it, in addition to the fact that the work that the students put in is what makes the universities work. They’re teaching students, they’re producing research, they’re publishing papers. It’s a beneficial situation for everybody. And the reproduction of knowledge requires financial security. And when you’re in a situation where you’re not getting paid a living wage, it’s very, very difficult to achieve that financial security. So for me, that’s definitely the major policy change that I would love graduate programs across the country to adopt.

Wages/Stipends: Byron Kerr, Texas State University

22:30 Byron K: Hi, I’m Dr. Byron Kerr with Financial aid and scholarships at Texas State University, and I received my Ph.D. from Florida State University in Tallahassee and what I would like to see changed on college campuses is back in the day. At any rate, my stipend check for my for my Ph.D. always came in a month after the payment deadline. So I always generated a $100 late fee every single semester. So I was always costing me money to be employed.

Housing: Anna Sheufelt, Duke University

22:58 Anna S: My name is Anna Sheufelt I work at Duke University, overseeing the educational programing and outreach for the Office of Student Loans and Personal Finance. A policy change that I would love to see come to. My campus is guaranteed housing for our international masters and graduate students. These are folks who have some of the largest complexities going on in their lives and also some of the greatest financial constraints with the international student status.

Wages/Stipends and Tuition: Annie Maxfield, University of Texas at Austin

23:28 Annie M: My name is Annie Maxfield. And I am at UT Austin in Texas. Career engagement and I would say the biggest financial policy problem is that tuition has continually become higher and higher over the years. Yet graduates students stipends are not increasing at that rate. And so we know the university is taking in more funds. However, the distribution of those funds is inequitable in terms of how graduate student labor is actually compensated.

Child Care: Phil Schuman, Indiana University

24:03 Phil S: So my name is Phil Schuman. I’m from Indiana University. One thing I do expect to see for a lot of grad students throughout higher ed is more access to child care and whether or not that’s temporary or permanent or whatever. But just the ability for grad students to be able to focus on their studies, their academics when they have child, if you have childcare issues come up, just because we’ve seen a lot of childcare and daycare cost issues and closing on campus. But I think it’s one thing, it’s a huge barrier that could potentially prevent grad students from getting over that hurdle. 

Fellowship Transparency and Experiential Learning for International Students: Sonali Majumdar, Princeton University

24:34 Sonali M:  Yeah. Hi, everyone. I am Sonali Majumdar and Assistant Dean for Professional Development in the Grad Futures program of the Graduate School of Princeton University. And I just wanted to talk a little bit about what kind of inclusive policies university campuses could have to support their international graduate students. And most of population on their financial wellness. And there are two things that come to mind. One is transparency on what kind of research fellowships are open to international graduate students and postdocs. And a lot of the universities do have research, Discovery Fellowship. Discovery databases like David Hopkins has a public dashboard that like lists all sorts of fellowships at the Graduate and closed off level by citizenship accessibility as well. And the other thing is experiential learning. What can we do to make experiential learning more accessible to international population? One pathway that does work is our internships and our fellowships that are funded by the institution that the students are working on, and that relates to work policies of how much academic hours on top of academic hours are. Students are available to work at university offices or other units on internships. And so there is definitely some interesting new programs that are helping out in this arena. And I hope more universities would eventually think about accessibility for their international population. On experiential learning. Thank you.

Financial Education: Matt Hertenstein, DePaul University

26:05 Matt H: Hi, my name is Matt Hertenstein, a college professor at DePaul University, received my Ph.D. at U.C. Berkeley in 2000. It may have changed since I graduated, but the policy I would change was to actually teach some financial literacy advice and financial wellness to Ph.Ds and make that a priority during orientation and make sure that people actually knew that that was available to help them.

Health Insurance: Alex Yen, Boston University

26:33 Alex Y: Hi, my name is Alex Yen I am a postdoc at Boston University in the Professional Development and Postdoctoral Affairs office. The policy that I would change or wish could change is that I hope that more universities will allow graduate students who take time off to keep their student health insurance during that time off. So that way they can take care of their mental health while they are recovering or taking some time away.

Outtro

27:14 Emily: Listeners, thank you for joining me for this episode! I have a gift for you! You know that final question I ask of all my guests regarding their best financial advice? My team has collected short summaries of all the answers ever given on the podcast into a document that is updated with each new episode release. You can gain access to it by registering for my mailing list at PFforPhDs.com/advice/. Would you like to access transcripts or videos of each episode? I link the show notes for each episode from PFforPhDs.com/podcast/. See you in the next episode, and remember: You don’t have to have a PhD to succeed with personal finance… but it helps! The music is “Stages of Awakening” by Podington Bear from the Free Music Archive and is shared under CC by NC. Podcast editing by Dr. Lourdes Bobbio and show notes creation by Dr. Jill Hoffman.

Five Ways the Tax Code Disadvantages Fellowship Income

January 9, 2023 by Lourdes Bobbio 5 Comments

In this episode, Emily details five ways the federal income tax code disadvantages fellowship income, sometimes resulting in a higher tax rate and sometimes just causing a bit of a headache for fellows. Additionally, she covers two ways that the tax code advantages fellowship income and one more difference that has both pluses and minuses. This episode is for current fellows and future fellows as advance tax planning and action can mitigate some of these negative effects. At the end of the episode, Emily also shares how you can advocate for change at the federal level.

Links Mentioned in this Episode

 

  • Home-buying AMA with Same Hogan register here
  • PF for PhDs Tax Workshops
  • PF for PhDs Tax Center
  • PF for PhDs Subscribe to Mailing List (Access Advice Document)
  • PF for PhDs Podcast Hub (Show Notes)

 

Intro

Welcome to the Personal Finance for PhDs Podcast: A Higher Education in Personal Finance.

I’m your host, Dr. Emily Roberts, a financial educator specializing in early-career PhDs and founder of Personal Finance for PhDs.

This podcast is for PhDs and PhDs-to-be who want to explore the hidden curriculum of finances to learn the best practices for money management, career advancement, and advocacy for yourself and others.

This is Season 14, Episode 1, and today is a solo episode for me on fellowships and federal income tax. Specifically, I am going to detail for you five ways the tax code disadvantages fellowship income, sometimes resulting in a higher tax rate and sometimes just causing a bit of a headache for fellows. Additionally, I’ll cover two ways that the tax code advantages fellowship income and one more difference that has both pluses and minuses. Keep listening to this episode if you are currently on fellowship or expect to be in the future. Advance tax planning and action can mitigate some of these negative effects. I will also tell you at the end of the episode how you can advocate for change at the federal level.

Speaking of the disadvantages of fellowship income, it’s unfortunately quite common for fellows to have a tough time getting a mortgage. Sometimes they will be preliminarily approved based on their income numbers alone, but once under contract on a home they are dropped by their lender because of their income type and documentation! However, there is one lender who works with PhDs and particularly fellows very regularly.

Sam Hogan is a mortgage originator specializing in grad students and PhDs, an advertiser with Personal Finance for PhDs, and my brother. Years ago, I told him about the issue I just outlined, and he set to work figuring out how to use fellowship income to qualify for a mortgage. While I won’t say it’s as straightforward as using W-2 income, Sam has a great success rate in presenting grad students and PhDs to the underwriters working with his employer, Movement Mortgage, and getting them approved for mortgages. Sam can readily tell you if your fellowship income is likely to be approved or not based on the specifics of your circumstances, and if not what options you still have.

I am hosting an Ask Me Anything with Sam today, Monday, January 9, 2023 at 5:30 PM PT. Come with any question you like about the home-buying process and we will do our best to help you. You can register for the AMA at PFforPhDs.com/mortgage/.

If you’re listening to this later on, you can still check that link for the next AMA date as we hold them periodically, or you can contact Sam directly at 540-478-5803 or sam.hogan@movement.com to discuss your situation.

I wish you all success with your homebuying aspirations in 2023 and following!

You can find the show notes for this episode at PFforPhDs.com/s14e1/.

Disclaimers

Disclaimer #1: This episode is going into production in early January 2023. I rely on IRS forms, instructions, and publications for this material, and at the time of this recording most of these documents have been updated for tax year 2022, but not all of them. In those cases I’m going off the 2021 material. If any content in this episode turns out to be inaccurate for tax year 2022, I will update the show notes page with the corrections, so I suggest visiting PFforPhDs.com/s14e1/ before relying on any of the information. For tax year 2023 and later, please visit PFforPhDs.com/tax/ for my most updated tax content.

Disclaimer #2: The target audience for this episode is postbacs, graduate students, and postdocs at US universities and institutes who are US citizens, permanent residents, or residents for tax purposes. Unless otherwise specified, when I say tax I mean federal income tax.

Disclaimer #3: The content in this episode is for educational purposes only and should not be considered advice for tax, legal, or financial purposes for any individual.

Without further ado, here’s my solo episode on how the tax code disadvantages fellowship income.

Motivation

You might be surprised by the topic of this episode, because striving to obtain funding via a fellowship is a super common if not universal practice in academia. Fellowships are seen as a superior form of funding because of their prestige and that they normally excuse the recipient from teaching responsibilities or similar. In many cases, winning a fellowship results in a raise as well.

I’m not making any kind of argument in this episode that you should stop applying for fellowships or reject a fellowship that you’ve won—doubly so if you will be making more money with the fellowship than without it.

What I am doing is:

  1. Pointing out the tax issues and pitfalls that can or might come with fellowship income. There are certain groups of people who are at risk of actually paying more in income tax with a fellowship, which are people under age 24, parents, and non-students. Even if you don’t end up paying more in income tax, there are certain complexities of fellowship income that you can prepare for or even avoid if you know about them. This is to help you with taking personal responsibility for your tax situation.
  2. Suggesting changes to the tax code that would resolve these disadvantages. This is to help our community know in what ways advocacy for our workforce is needed.

Outline

Here’s where we’re going with this episode. I’m going to define some terms and tell you what I am comparing the tax treatment of fellowship income to when I say that it is disadvantaged by the tax code. I have five points to cover on how the tax code disadvantages fellowship income. The first couple points apply to most fellows but don’t result in a higher tax rate when handled properly. The next couple of points are about when having fellowship income actually results in paying more income tax. The final point is about a tax benefit that is not available to fellows. Then we’re going to switch gears and discuss two ways the tax code advantages fellowship income and one difference that I see as having both pros and cons.

By the way, I am trying to keep this episode focused on how the tax code disadvantages and advantages fellowship income. I could do an entire other episode, and perhaps I will, on the ways universities disadvantage and advantage fellowship recipients through their policies. But for today, we’re sticking with the topic of the federal income tax code.

Terms

I have to establish some definitions of terms here at the start. The subject of this episode is fellowships, but academia doesn’t necessarily use that term exactly the same way the IRS does. Therefore, I have created my own framework to explain the two types of higher education income.

The most common way the word fellowship is used in academia is to describe an amount of money that is awarded to an individual, as IRS Publication 970 states, “to aid in the pursuit of study or research.” Usually these are awarded for merit via a competitive process, such as a unique application for a specific fellowship program or your application to a postbac, graduate, or postdoc program. I call this income ‘awarded income’ in my framework.

The other type of income in my framework is ‘employee income.’ This is payment for services such as teaching or research, and the postbac, grad student, or postdoc is an employee of the university or institute. Employee income is reported on a Form W-2 at tax time. It’s unusual for programs to use the word fellowship to describe employee income, but it does happen occasionally.

For the purposes of this episode, we are only discussing awarded income, which is to say fellowship income that is not reported on a Form W-2. I will continue to use the word fellowship throughout the episode, but please understand that we’re only discussing that particular variation of the term, which is the most common in academia. If you’re unsure whether your fellowship is awarded income or employee income, reference the type of tax form or forms you receive during tax season. More on that in a moment.

Income Tax Basics

Another point I need to get out of the way at the start here is to clarify that fellowship income is subject to income tax. There are nuances and special scenarios that we’ll get into later in the episode, but very generally speaking, your stipend or salary is going to be taxed at the same rate whether it is awarded income or employee income.

When I speak about fellowship income being disadvantaged by the tax code, what I am pointing out are the ways that fellowship income ends up being treated differently or ultimately taxed at a higher rate than how employee income is treated and taxed. Conversely, in some ways fellowship income has an advantage, and again that is relative to employee income. 

If you’ve heard that fellowship income is tax-free, that is either a false rumor, a misunderstanding, or a statement that requires a lot more caveats. Fellowship income used to be exempt from income tax, but that changed with the Tax Reform Act of 1986. I’ll tell you more about why these rumors and such persist throughout this episode, but for now just know that you should expect to pay income tax on your stipend or salary, unless your gross income for the year is quite low or you can take lots of deductions and/or credits. That is true whether your stipend or salary comes from a fellowship or an employee position. You can learn more about that in Season 2 Bonus Episode 1 of this podcast, which you can find at PFforPhDs.com/s2be1/.

Now we’ll get into the meat of this episode: my list of five tax-related disadvantages of receiving fellowship income, two advantages, and 1 neutral difference.

Disadvantages

Disadvantage #1: There is no single correct way that fellowship income is required to be reported to the postbac, grad student, or postdoc recipient. This is in contrast to employee income, which must be reported on a Form W-2.

Because there is no single correct way to report fellowship income, universities, institutes, and funding agencies take a variety of approaches. The most common form issued is a Form 1098-T, but sometimes Form 1099 is used, such as Form 1099-MISC, Form 1099-NEC, or Form 1099-G. Sometimes a courtesy letter is sent in lieu of an official tax form. Many organizations choose to not communicate at all with the fellowship recipient. When fellowship income goes unreported entirely, it contributes to the rumor mill that it is not taxable income.

These approaches can mislead fellows into not reporting their income, resulting in underpayment of tax, or misreporting it, which often results in overpayment of tax.

To put fellowship income on even footing with employee income, the IRS could require that a tax form be used to report fellowship income, whether one that currently exists or a new or adjusted one. This would greatly reduce the confusion among taxpayers and tax preparers about whether and how to account for this income on tax returns.

Disadvantage #2: The issuers of fellowships are not required to withhold income tax on behalf of the recipients, and they almost never take the responsibility to do so.

Employers virtually always withhold income tax on behalf of their employees. This is the situation that most Americans experience and are familiar with. Your employer sends in income tax payments on your behalf throughout the year, and then after you file your tax return, you receive a refund or owe some additional tax.

However, for fellowship income, the issuing organizations have no such withholding requirement. With very few exceptions, they leave paying income tax entirely up to the fellowship recipient, which is typically a very unfamiliar arrangement.

This lack of withholding also contributes to the rumors that fellowship income is not subject to income tax. I have even seen university administrators label fellowship income “tax-free.” What they mean is that it is not subject to income tax withholding; they are speaking from their own perspective. But when a fellow sees that label, they read it from their own perspective, and it is highly misleading.

By default, the IRS expects to receive income tax payments throughout the year. In the absence of employer withholding, the taxpayer is supposed to make quarterly payments through the estimated tax system, unless an exception applies to them.

This typically goes one of two ways: 1) The fellow learns about the estimated tax requirement close to the start of their fellowship, sets aside money for their future tax payments as their paychecks come in, and makes their estimated tax payments if required. This is the ideal and something I am constantly beating a drum about. 2) The fellow does not realize that they are responsible for their own income tax payments until they are hit with a large tax bill and possibly a penalty upon filing their tax return. This is at minimum extraordinarily unpleasant and in some cases dangerous to the financial, physical, or mental well-being of the fellow. I further discuss this scenario of a large, unexpected tax bill in the videos titled “Why Is My Fellowship Tax Bill So High?!” and “What to Do When Facing a Huge Fellowship Tax Bill,” which you can find on my YouTube channel, Personal Finance for PhDs.

A rare few universities and institutes do offer income tax withholding on fellowship income. My alma mater, Duke University, did so when I was a graduate student there. This relieves the fellow from calculating and making estimated tax payments and prevents large, unexpected tax bills.

To put fellowship income on even footing with employee income, the IRS could require that universities and institutes at least offer income tax withholding on fellowship income. To go along with the previous disadvantage, a specifically designed fellowship reporting form could explicitly list federal, state, and local income tax withheld.

Until such reform comes about, I recommend that fellows take my workshop, Quarterly Estimated Tax for Fellowship Recipients, which you can find linked from PFforPhDs.com/tax/.

Disadvantage #3 and this is the big one: Fellowship income is not usually considered “earned income,” and without that designation many postbacs, grad students, and postdocs pay more in income tax than they would if it were considered earned income.

The term “earned income” is actually used all over the tax code and publications, and you have to be really careful because its definition can change depending on which benefit is being discussed. For example, for the purpose of calculating the standard deduction, taxable fellowship income is included in the definition of earned income. But for the Kiddie Tax, the Earned Income Tax Credit, and the Child and Dependent Care Tax Credit, fellowship income is not considered earned income.

Let’s discuss each of these scenarios briefly in turn.

  1. The Kiddie Tax, which is a colloquial name, is when the unearned income, above a certain threshold, of a person under age 24 is taxed at their parents’ marginal tax rate. There’s a whole history behind the Kiddie Tax that I won’t go into now, but you can read my article about it linked from PFforPhDs.com/tax/. What is both perplexing and infuriating to me is that fellowship income is included in the definition of unearned income. So if you are a student under age 24 on fellowship, even if you are not claimed as a dependent on your parents’ tax return, you could be hit with the Kiddie Tax. I’m not saying you definitely will because there are calculations that go into this, but it can happen. If it does, your income is taxed at your parents’ marginal tax rate. If your parents have a low to moderate adjusted gross income, the Kiddie Tax either won’t apply or won’t increase your tax liability by much. But if your parents’ top marginal tax bracket is 22% or higher, your tax liability will be much higher than it would have been without the Kiddie Tax. And, again, it does not matter if you’re financially independent from your parents, this tax can still apply. Ugh!
  2. The Earned Income Tax Credit is a super valuable credit for people who are low-income, especially if they have children. For example, if you are single with one child and qualify for the credit, you’ll receive a benefit from the Earned Income Tax Credit if your income is below $43,492 in 2022. The lower your income is under that threshold, the more of the benefit you’ll receive, up to a maximum of, again for example, $3,733 for one child in 2022. This credit is refundable, which means that if it wipes out your entire tax liability, the IRS can end up paying you money. Again, just an incredibly valuable credit for low-income individuals and families, which you know many postbacs, grad students, and postdocs would be considered. However, as the name implies, your household has to have earned income during the calendar year to qualify, and fellowship income isn’t earned income. I will never forget a heartbreaking comment I received on my website years ago from a grad student who was married with two children and supporting the entire household on his grad student stipend. He was devastated when his tax return showed that because he switched onto fellowship and didn’t have any earned income for a calendar year, that his family lost out on thousands of dollars of a benefit they had received in prior years when he had employee grad student income. Can you imagine? Why would the IRS, Congress, we the people, exclude vulnerable families like that one from this benefit?
  3. The Child and Dependent Care Tax Credit is a tax credit that helps parents, among others, pay for daycare, preschool, after school care, etc. so that they can work or look for work. The benefit inversely scales with your income, like the Earned Income Tax Credit, but for example if you had one child in care and your income was low enough that you received the maximum benefit, this credit would reduce your tax liability by $1,050 in 2022. Pretty good benefit. However, here’s that catch again, you and your spouse if you’re married must both have earned income to qualify. There is an exception for students, so grad students will still qualify for the credit for all the months in which they are students, but postbacs and postdocs won’t. This issue was brought to my attention by a married couple with a baby, both postdocs on fellowship, who were taken aback that they weren’t able to claim this credit. And why? Does being on fellowship mean that they don’t need childcare? Or do they not deserve a similar carve-out to the one that students get?

I have to stop here because I’m getting really worked up about these issues. Pretty simple change here, IRS. Include fellowship income in the definitions of earned income everywhere. Or make exceptions for fellowship income in all of the above benefits and any other relevant ones.

I haven’t even covered how fellowship income relates to the definition of “support” for determining if someone is a dependent or subject to the Kiddie Tax, and I won’t take the time to illustrate it now. It’s a similar problem that the IRS could solve by saying that fellowship income counts as support… anyway. See my tax return workshops for further discussions of that rat’s nest. Let’s move on.

Commercial

Emily here for a brief interlude!

Tax season is about to start heating up, and the best place to go for information tailored to you as a grad student, postdoc, or postbac is PFforPhDs.com/tax/. From that page I have linked to all of my tax resources, many of which I have updated for tax year 2022.

On that page you will find free podcast episodes, videos, and articles on all kinds of tax topics relevant to PhDs. There are also opportunities to join the Personal Finance for PhDs mailing list to receive PDF summaries and spreadsheets that you can work with.

The absolute most comprehensive and highest quality resources, however, are my asynchronous tax workshops. I’m offering three tax return preparation workshops for tax year 2022, one for grad students who are US citizens or residents, one for postdocs who are US citizens or residents, and one for grad students and postdocs who are nonresidents. Those tax return preparation workshops are in addition to my estimated tax workshop for grad student, postdoc, and postbac fellows who are US citizens or residents.

My preferred method for enrolling you in one of these workshops is to find a sponsor at your university or institute. Typically that sponsor is a graduate school, graduate student association, postdoc office, postdoc association, or an individual school or department. I would very much appreciate you recommending one or more of these workshops to a potential sponsor. If that doesn’t work out, I do sell these workshops to individuals, but I think it’s always worth trying to get it into your hands for free or a subsidized cost.

Again, you can find all of these free and paid resources, including a page you can send to a potential workshop sponsor, linked from PFforPhDs.com/tax/.

Now back to my expert discourse.

Disadvantages Continued

Disadvantage #4: There is no mechanism for making fellowship money that pays your health insurance premium tax-free unless you are a student.

This disadvantage requires a bit of background.

Think of a regular employment situation, not related to academia. Unfortunately in the US, health insurance is tightly tied to your employer partly because of a tax benefit afforded to them. When your employer provides your health insurance plan, the cost of the premium is tax-deductible for both you and the employer. That means that you don’t pay income tax on the portion of your income that goes toward that particular purpose. It’s as if you earned less money than you actually did. This is accounted for automatically for you on your Form W-2. The income listed in Box 1 is your gross income less your pre-tax payroll deductions such as your health insurance premium. Easy peasy. If you’re self-employed, there is also a mechanism to deduct your health insurance premium.

But if you’re not employed or self-employed, the only way you can perhaps deduct your health insurance premiums is if you itemize your deductions. Even in that case you can only deduct the portion of your medical expenses that exceeds 7.5% of your adjusted gross income. If you are a relatively healthy single person who wouldn’t otherwise itemize your deductions, I doubt itemizing will help you overall. Most people in this situation effectively cannot deduct their health insurance premiums or at best can only deduct a portion of them.

I need to back up now and talk about the situation with health insurance provided by universities. If you receive your health insurance through your parents, the following is not relevant to you. If you’re an employee of the university and receive health insurance because of that status, that’s a normal straightforward deduction as I just discussed. Let’s set that aside and discuss what happens when fellowship or scholarship income pays your health insurance premium, either automatically before you receive your paycheck or out of your own pocket.

If you are a grad student, there is a mechanism to make that fellowship income tax-free. We’re actually going to discuss that in the upcoming section on the tax advantages of fellowship income. However, if you’re a postbac or postdoc, this mechanism isn’t available to you. There is no way that I know of, short of itemizing their deductions, for postbacs and postdocs to make the fellowship money that pays their health insurance premiums tax-free. And that sucks.

This conundrum has been highlighted by many postdocs and postdoc associations. If a university or institute pays postdoc employees and postdoc fellows the same amount, the postdoc fellows effectively receive a pay cut because they have to pay income tax on the portion of their fellowship income that pays their health insurance premiums while postdoc employees do not.

The general solution to this whole issue is universal healthcare, but even without going that far, Congress could change the tax code so that all health insurance premiums are tax-deductible even without having to itemize deductions. I don’t know, maybe that would have disastrous effects somehow. Another way to fix this would be to expand the benefit that students use to non-student trainees as well.

Disadvantage #5: Fellowship recipients cannot contribute to their university or institute’s 403(b) or 457 plans. These are employer-sponsored tax-advantaged retirement accounts, and they are only available to employees.

Similar to the health insurance situation, the tax code has incentivized saving and investing for retirement primarily through employer-sponsored plans. These plans are exclusively offered to employees. That goes for 401(k)s as well as 403(b)s and 457s.

Looking at the situation for postdocs again, it’s typical for postdoc employees to be able to contribute to the university or institute’s 403(b) or 457, albeit usually without a match. However, postdoc fellows do not enjoy this benefit. While the universities administer these plans, again this is a policy issue at the federal level that excludes non-employees. Side note: If you’re wondering why grad student employees don’t usually have access to their university’s 403(b)s or 457s, that is a university-level policy issue as far as I can tell.

Not exactly the same but as a related issue, there is a type of tax-advantaged retirement account that is available to everyone with “taxable compensation,” which is an Individual Retirement Arrangement or IRA. You do not have to be an employee to contribute to an IRA. Up until 2019, the definition of “taxable compensation” excluded fellowship income, but the SECURE Act changed that definition starting in 2020. Taxable fellowship income for graduate students and postdocs is now considered taxable compensation for the purpose of contributing to an IRA. We know from this example that change is possible when it comes to fellowship income and federal tax benefits. You can learn more about this issue in Season 4 Bonus Episode 1 of this podcast, which you can find at PFforPhDs.com/s4be1/.

I think the most accessible solution to this particular disadvantage is actually not to somehow extend the employee-only workplace-based retirement benefit to fellows but rather to increase the contribution limit for IRAs to solve this for everyone. The contribution limits in 2023 for someone under age 50 are $6,500 for an IRA and $22,500 for a 403(b), 457, or 401(k). Why should there be such a big advantage for employees?

Advantages

Alright, it’s time for a dose of positivity. There are two advantages to fellowship income that I have come across.

Advantage #1: Students can make fellowship income tax-free by pairing it with qualified education expenses or QEEs. Basically, if your awarded income paid for a QEE, that amount of awarded income is tax-free. You essentially get to deduct the QEEs from your awarded income before you even report it on your tax return. This federal income tax benefit is found in Publication 970 Chapter 1, and I call it Tax-Free Scholarships and Fellowships or TFSF. Again, this benefit is only available to students.

How does this work differently for grad students with awarded vs. employee income for their stipends? This comes into play when you use your stipend to pay for an education expense rather than having it paid on your behalf via a scholarship or waiver.

Let’s take as a very simple example a grad student who has only two education expenses, tuition and a student health fee. The tuition is paid on their behalf by a scholarship, and they pay the student health fee out of pocket.

The scholarship that pays their tuition is awarded income, but it is made tax-free via TFSF because it pays for tuition, which is a QEE. So that awarded income doesn’t become part of the grad student’s taxable income.

The student health fee is a QEE under TFSF, so if the grad student’s stipend is from a fellowship, the student health fee makes that amount of fellowship income tax-free. It’s like taking a deduction. However, if the grad student’s stipend is employee income, no part of it can be made tax-free by the student health fee. Furthermore, student health fees are not qualified education expenses under the other two available higher education tax benefits, the Lifetime Learning Credit and the American Opportunity Tax Credit. So in this particular example, there is no tax benefit available to a grad student employee for their student health fee, whereas a grad student fellow can use the student health fee to reduce their taxable income.

That was a very simple and contrived scenario, but it turns out that this benefit can be uniquely applied, under specific circumstances, to lots of other common education expenses, such as textbooks, computers, software, and health insurance premiums.

If you are a grad student on fellowship, I highly recommend taking my tax workshop How to Complete Your Grad Student Tax Return (and Understand It, Too!) to understand TFSF and the other higher education tax benefits fully. This goes double if you did pay out of your fellowship stipend for the kinds of education expenses I just mentioned. You will learn under what circumstances you can use them to make your fellowship income tax-free and under what circumstances you cannot. Go to PFforPhDs.com/tax/ for the link to the workshop.

Advantage #2: Fellowship income is not considered taxable income in some states. For this advantage only we are leaving the realm of federal income tax. I won’t say too much about this except that I’ve run across it in two states, Pennsylvania and Alabama, and there may be others. But this is a truly fantastic benefit that puts fellowship income at a great advantage over employee income in those states.

Neutral Difference

Finally, we have a difference with fellowship income that has both pros and cons. For this one we’re also not discussing federal income tax but rather FICA tax, which pays into the Social Security and Medicare systems.

Fellowship income is not wages, so it is not subject to FICA tax. Postdoc and postbac fellows do not pay FICA tax, but postdoc and postbac employees do. Grad students by and large qualify for a FICA tax exemption, so they usually don’t pay it whether their stipends or salaries are fellowship or employee income.

When I was a grad student, I thought these exemptions were great. I was not interested in losing 7.65% of my paycheck toward a dubious far-future benefit. I still think keeping an extra 7.65% of your paycheck is super valuable for grad students, postbacs, and postdocs. However, now that I’m older and I’ve learned more about Social Security and Medicare, I think forgoing all those quarters of credits during grad school plus any postbac or postdoc fellowship years might be a little foolhardy. For example, if you become disabled as a young adult before paying into the system for the required number of quarters, you are at risk of not qualifying for the disability benefit. That’s a pretty remote possibility, but it’s scary that people could be left unprotected by this supposed last resort insurance plan because of these exemptions. And I really don’t think Social Security is going to disappear entirely. Ideally, I’d like to have both the money in my pocket and the insurance coverage, please and thank you.

At the beginning of this episode, I told you there were two purposes: First to help you with tax planning and second to direct your attention to issues about which you can advocate for change.

On that first point, the best place to go to learn more or take one of my tax workshops is PFforPhDs.com/tax/.

On the second point, I have three ideas for you if you would like to advocate for change to one of the federal tax policies I’ve mentioned:

  1. You can write to your representative in the House and/or your senators and ask your peers to do the same explaining how the tax law negatively affects your life and in what way it could change. The component of the SECURE Act that updated the definition of taxable compensation started as a bill called the Graduate Student Savings Act, which was sponsored by a bipartisan group of members of the House and Senate for several years before it was finally included in the SECURE Act.
  2. You can submit an explanation of your issue through the IRS’s Systemic Advocacy Management System. Just search for IRS SAMS and it will be the first result. The IRS will evaluate these issues and decide which to move forward with trying to correct.
  3. You can get involved with organizations that advocate for the workforce in your field or for PhD trainees generally, such as the National Association of Graduate-Professional Students and the National Postdoctoral Association. You can make them aware of these tax problems, if they aren’t already, and partner with them to advocate at the federal level.

It’s been lovely to have you with me for this wonky episode. One final time: I offer educational tax workshops both on preparing your annual tax return and calculating and paying estimated tax. I would really appreciate you recommending my workshops to a potential sponsor at your university. If that doesn’t work out, you can purchase the appropriate one for you as an individual. You can find the links to take either one of those actions at PFforPhDs.com/tax/.

Outro

Listeners, thank you for joining me for this episode!

I have a gift for you! You know that final question I ask of all my guests regarding their best financial advice? My team has collected short summaries of all the answers ever given on the podcast into a document that is updated with each new episode release. You can gain access to it by registering for my mailing list at PFforPhDs.com/advice/.

Would you like to access transcripts or videos of each episode? I link the show notes for each episode from PFforPhDs.com/podcast/.

See you in the next episode, and remember: You don’t have to have a PhD to succeed with personal finance… but it helps!

The music is “Stages of Awakening” by Podington Bear from the Free Music Archive and is shared under CC by NC.

Podcast editing by Lourdes Bobbio and show notes creation by Meryem Ok.

Finding Fellowships

March 8, 2015 by Emily

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There are many opportunities for graduate students to win fellowship funding for their own stipends, tuition, and/or research expenses. The fellowships often provide a stipend that is higher than what the graduate programs normally pay, confer a degree of independence to the recipient, and boost the recipient’s CV with their prestige.

Fellowships Databases

ProFellow is a large, comprehensive, user-friendly database of fellowships that individuals can apply for that provide funding both for graduate student and for work opportunities. You can find fellowships to fund your graduate work by choosing either ‘Graduate study’ or ‘Doctoral study’ under the ‘Fellowship Type’ search field. After you create an account, you can keep track of fellowships of interest to you by bookmarking them.

These comprehensive databases of funding opportunities will also help you find fellowships and grants that you are eligible for:

  • Research Funding (Duke)
  • External Fellowships (Caltech)
  • Graduate Fellowships and Scholarships (Grad School Heaven)

Broad National Fellowships

The fellowships included below are popular among early-stage graduate students because they provide a large number of fellowships each year to students in a range of disciplines.

National Science Foundation

Graduate Research Fellowship Program

Award: $12,000 toward tuition and fees and a $32,000 stipend for three years

Fields: a variety of fields within chemistry, computer and information science and engineering, engineering, geosciences, life sciences, materials research, mathematical sciences, physics and astronomy, psychology, social sciences, STEM education and learning research

Eligible years: college seniors and first and second year graduate students

Deadline: October to November 2015 (field-dependent)

Further Reading: Preparing an Award-Winning NSF GRFP Application

Department of Defense

National Defense Science and Engineering Graduate Fellowship

Award: tuition, fees, and 12-month stipend of $30,500 in the first year, $31,000 in the second year, and $31,500 in the third year

Fields: Aeronautical and Astronautical Engineering; Biosciences; Chemical Engineering; Chemistry; Civil Engineering; Cognitive, Neural, and Behavioral Sciences; Computer and Computational Sciences; Electrical Engineering; Geosciences; Materials Science and Engineering; Mathematics; Mechanical Engineering; Naval Architecture and Ocean Engineering; Oceanography; Physics

Eligible years: college seniors and first and second year graduate students

Deadline: December 11, 2015

Fannie & John Hertz Foundation

Hertz Fellowship

Award: tuition and $32,000/year for five years

Fields: applied physical, biological and engineering sciences

Eligible years: college seniors and grad students

Deadline: October 31, 2015

Notes: Must agree to a moral commitment.

 

Do you know of another national fellowship for a variety of disciplines or a great funding database? Leave the name in the comments and we will add it to the list.

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