Salary Guidelines for 1996-97

The principle guiding our salary planning for fiscal year 1997 is to pay faculty and staff competitively, in relationship to the markets for their positions, in order to acknowledge their contributions to the University and to help us 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 resource constraints, certain standards have been established to which we ask all deans to adhere:

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. The Provost must be consulted regarding any recommendations to provide either less than 2.0 percent or more than 6.0 percent salary increases for individual faculty, or to provide a total pool of over 4.0 percent (inclusive of the 0.5 percent referred to above).

Staff Increase Guidelines

The following guidelines should be followed when making staff salary increase decisions for the next fiscal year.

  • The pool for staff salary increases shall not exceed 3.0 percent. The recommended staff salary increase range this year for acceptable performance is 2.0 to 6.0 percent. Monthly, weekly and hourly staff members (excluding bargaining units) are eligible for increases from this pool 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, 1996.

  • In addition, all staff must be paid at least at the minimum of their pay grade. This year, pay range minimums and maximums have been adjusted by 3 percent effective July 1, 1996. The new salary scales can be found on PennNet.

  • Individual salary increases for staff should be based on performance contributions. Salary increase decisions should be carefully made to ensure that similar work performance results in similar salary increases. Salary increases should support and confirm the feedback provided within the performance evaluation process.

    In addition, departments should weigh other factors in determining salary increases, including equity within the department, the relevant job market and career progression. A decision to award no increase (0 percent) is appropriate if the work performance is less than satisfactory, i.e., fails to qualify for the "Solid Performance" category on the performance evaluation.

    * * *

    Making effective salary decisions is crucial as we move forward in our efforts to fulfill the University's mission. We believe this year's salary guidelines will reward faculty and staff for their overall contributions while helping the University remain a strong and financially viable institution.

    Judith Rodin

    Stanley Chodorow

    John Fry
    Executive Vice President


    Volume 42 Number 29
    April 23, 1996

    Return to Almanac's home page.

    Return to index for this issue.