OF RECORD


Salary Guidelines for 2000-2001

The principle guiding our salary planning for fiscal year 2001 is to pay faculty and staff competitively, in relationship to the markets for their positions and prevailing economic conditions. Salary increases should acknowledge the valuable contributions of faculty and staff to the University, and should help Penn remain a strong and financially viable institution. With this in mind, the following guidelines are recommended.

Faculty Increase Guidelines

Although individual faculty decisions are made at the school level, with Deans issuing to Department Chairs their own guidelines regarding available resources, certain standards have been established to which we ask all Deans to adhere:

  • The minimum academic salary for new assistant professors will be $43,000. Salary increases to continuing faculty are to be based on general merit, including recognition of outstanding teaching, scholarship, research, and service. As in previous years, there will be no minimum base increment for continuing faculty.
  • The pool for merit increases for faculty shall not exceed 3.5 percent. In cases where schools wish to make faculty members' salaries more competitive to meet market standards, Deans may supplement the pool, but this supplement must not exceed 0.5 percent without prior approval of the Provost. Salary increases for merit should range from 1.0 to 6.0 percent. Recommendations to provide an increase lower than 1.0 percent for non-meritorious performance or more than 6.0 percent for extraordinary performance should be made in consultation with the Provost. We also ask that Deans pay particular attention to any faculty who meet standards of merit but whose salaries for various reasons may have lagged over the years.
  • The Provost will review the Deans' faculty salary recommendations prior to their release to insure that raises on average reflect market conditions in each discipline.

Staff Increase Guidelines

Penn's salary structure and the information technology (IT) broadband salary structure have been adjusted to reflect market competitiveness, effective April 1, 2000. All staff salaries must be at or above the minimum of their respective grades, effective April 1.

The following are guidelines for the July 1, 2000 merit salary increase program:

  • Monthly, weekly, and hourly paid staff members (excluding bargaining units) are eligible for a merit increase if they are in a full-time or part-time regular status, are not student workers, and were employed by the University on or before February 29, 2000. Schools and Responsibility Centers may find it necessary to generate funds for staff salary increases through administrative restructuring, managing staff vacancies and other cost-saving initiatives. Success in these initiatives will enhance a School or Center's flexibility in awarding competitive salary increases for high performance.
  • Performance is the primary basis for all staff salary increases. The performance appraisal process should substantiate the level of merit increase awarded. Other factors, including budget constraints and internal equity, also need consideration in determining salary increases. Salary increases for performance which meets expectations may vary, but should generally range from 2.0 to 3.0 percent. Salary increases above 3.0 percent should be given for performance which exceeds established goals and expectations; where performance consistently exceeds established goals and expectations, salary increases may be awarded up to 6.0 percent. If performance does not meet expectations, no increase will be awarded.

Salary decisions are among the most important decisions that we make. We believe this year's salary guidelines will reward staff for their contributions to the overall accomplishment of the University's mission while helping it remain a strong and financially viable institution.

--Judith Rodin, President --Robert L. Barchi, Provost --John A. Fry, Executive Vice President


Almanac, Vol. 46, No. 29, April 18, 2000

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