Guidelines for 2003-2004
guiding our salary planning for fiscal year 2004 is to
pay faculty and staff competitively, in relationship
to the markets for their positions and prevailing economic
conditions, and to act with fiscal responsibility in
the award of annual increases. 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 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 to adhere:
minimum academic salary for new assistant
professors will be $49,000. 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.
pool for merit increases for faculty shall
not exceed 2.8 percent. Salary increases
for merit should range from 1.0 to 5.0
percent. Recommendations to provide an
increase lower than 1.0 percent for non-meritorious
performance or more than 5.0 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.
Provost will review the Deans' faculty
salary recommendations prior to their
release to ensure that raises on average
reflect market conditions in each discipline.
structure and the information technology (IT) broadband
salary structure have been adjusted to reflect market
competitiveness, effective April 1, 2003. All
staff salaries must be at or above the minimum of their
respective grades, effective April 1, 2003.
are guidelines for the July 1, 2003 merit salary increase
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, 2003. 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.
Performance appraisals must be completed for
all staff receiving a merit increase in order
to substantiate the level of merit increase
awarded. This year in particular, given overall
University budget constraints, organizational
impact and market competitiveness will need
to be taken into consideration in determining
salary increases. Salary increases for performance
that consistently meet expectations may vary,
but should generally range up to 2.8 percent.
Salary increases above 2.8 percent may be given
for performance that exceeds established goals
and expectations. Where performance consistently
exceeds established goals and expectations,
salary increases may be awarded up to 5.0 percent.
If performance is unacceptable, no increase
will be awarded.
are among the most important decisions that we make.
We believe this year's salary guidelines will reward
high performing faculty and staff for their contributions
to the overall accomplishment of the University's mission
while helping it remain a strong and financially viable
--Robert L. Barchi,
Executive Vice President