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Staff Box

On Staff Impacted by the Trammell Crow Agreement

As we plan for the transition of facilities management responsibility to Trammell Crow, our primary goal has been to ensure the income protection and benefits coverage of the staff who are impacted by the agreement. The following is a partial list of economic and service benefits for staff who transfer to Trammell Crow and remain on the Penn account:

  • base salary at least equal to what they currently receive
  • eligibility for performance bonuses (generally 5% to 15% of base salary)
  • no out-of-paycheck loss related to cost of medical, dental, or vision coverage
  • tuition benefits for all current dependent children
  • domestic partner coverage
  • Penn service credit carried forward for Trammell Crow short term disability program
  • 90-day "trial period" during which staff can choose to leave Trammell Crow and still be eligible for the University's Position Discontinuation and Staff Transition support (PDST)
  • all University holidays, including special winter holiday
  • membership in Penn's credit union
  • University permit parking privileges
  • access to University facilities, including gymnasiums and library
  • access to University mortgage program
  • employer contribution toward SEPTA transpass/trailpass.

The University has provided detailed information on benefits to all University staff impacted by this transition. We are also moving forward with preparation for the job interviews:

  • staff have attended resume and interview skills workshops
  • job descriptions will be distributed this week
  • interviews are scheduled to begin November 10 and end no later than November 24.

We anticipate that Trammell Crow will make job offers on December 8 to a significant majority of the staff. For those not offered a position, the University will provide the Position Discontinuation and Staff Transition support which includes pay continuation as well as inplacement and outplacement services. PDST will also be available to staff who choose not to interview with Trammell Crow, or who receive job offers but choose not to accept.

This time of change is difficult, not only to the staff affected by the Trammell Crow agreement, but to the overall community. It is our commitment to focus foremost on the well being of the impacted staff, and to communicate broadly as we move forward in our negotiations with Trammell Crow.

-- John A. Fry, Executive Vice President

Return to:Almanac, University of Pennsylvania, November 4, 1997, Volume 44, No. 11