Salary Guidelines for 2013-2014
The University of Pennsylvania’s merit increase program is designed to recognize and reward the valuable contributions of faculty and staff to the University’s commitment to the highest levels of excellence in teaching, research and administration by paying market competitive salaries in a fiscally responsible manner. The merit increase pool for fiscal year 2014 is based on market trends and economic conditions. With this in mind, the following guidelines are recommended.
Faculty Increase Guidelines
Presented below are the standards for faculty increases that the deans are asked to follow. The deans will give the department chairs their own guidelines at the school level regarding available resources.
- The minimum academic salary for new assistant professors will be $62,000.
- Merit increases for faculty should be based solely on performance as evidenced by scholarship, research, teaching and service to the University and the profession. As in previous years, there will be no cost of living increase for continuing faculty.
- The aggregated merit increase pool for faculty will be 3.0 percent, except as noted in the bullet below. Salary increase recommendations that are below 1.0 percent for non-meritorious performance, as contrasted with general limits applied to an entire class of faculty, must be made in consultation with the Provost. Likewise, salary increases that exceed 5.0 percent due to market conditions must also be made in consultation with the Provost. Deans may wish to give careful consideration to salary adjustments for faculty who have a strong performance record but whose salaries may have lagged behind the market.
- Some schools and centers have financial constraints that can only support budget growth of less than 3.0 percent. These financial constraints will affect the salary increase percentage that can be awarded and may, in some cases, require holding salaries at current levels. Some schools may announce limits on salary increases for an entire class of faculty; for example, a decision to provide no increase, or capped increases, to faculty members earning more than a certain income. This information will be communicated separately by the school or center’s administration, after consultation with the Provost.
Staff Increase Guidelines
Presented below are the merit increase guidelines for July 1, 2013.
- This year, the University has set an aggregate merit salary increase pool of 3.0 percent with a range for individual increases of zero to 5.0 percent. Merit increases should not exceed 5.0 percent. Some schools and centers may have financial constraints that affect the salary increase percentage that can be awarded, resulting in a merit increase pool of less than 3.0 percent. Administrators of these schools or centers will communicate this information separately, after consultation with the Provost and the Executive Vice President.
- Monthly, weekly and hourly paid staff members are eligible for a merit increase if they are regular full-time, regular part-time or limited service status employees and are employed by the University on or before February 28, 2013. The following groups are not covered under these guidelines: student workers, interns, residents, occasional and temporary workers, staff on unpaid leave of absence, staff on long-term disability and staff who are covered by collective bargaining agreements.
- The merit increase program is designed to recognize and reward performance. The foundation of this program is the Performance and Staff Development Plan. Salary increases should be based on performance contributions within the parameters of the merit increase budget. The performance appraisal system documents each employee’s performance and contributions and establishes performance goals for the new fiscal year. All employees must receive a Performance and Staff Development Plan for the next review cycle whether or not they receive a merit increase. Schools and centers are requested to submit performance appraisals by June 3, 2013. The Division of Human Resources’ Staff and Labor Relations team is available to discuss performance management issues.
- Merit increases should average no more than 3.0 percent and may average less if a school or enter establishes a lower percentage merit pool based on financial considerations. The aggregated salary pool within a school or center may not exceed 3.0 percent regardless of performance rating distributions. Performance expectations should be raised each year as employees grow in experience and job mastery. Performance ratings and raises should reflect a normal distribution for all employees. Employees with unacceptable performance are not eligible for a merit increase.
- The University’s salary ranges have been increased, effective April 1, 2013. All staff salaries must be at or above the minimum of their respective grades as of April 1, 2013.
- There will be no bonuses, in keeping with the elimination of discretionary bonuses announced in prior years.
The Division of Human Resources’ Compensation office is available to discuss specific merit increase parameters with schools and centers. Staff and Labor Relations team members are available to discuss performance management issues.
—Amy Gutmann, President
—Vincent Price, Provost
—Craig Carnaroli, Executive Vice President