Salary Guidelines for 2001-2002
The principle guiding our salary planning for fiscal year 2002 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 guidelines 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
- The minimum academic salary for new assistant professors will be $45,500.
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, 2001. All staff salaries must be at or above the minimum of their
respective grades, effective April 1, 2001.
The following are guidelines for the July 1, 2001 merit salary increase
- 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 28, 2001. 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 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, organizational impact
and market competitiveness also need consideration in determining salary
increases. Salary increases for performance which meets expectations may
vary, but should generally range up to 3.5 percent. Salary increases above
3.5 percent may 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. 47, No. 30, April 17, 2001
| FRONT PAGE
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