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- OF RECORD
Salary Guidelines for 1998-99
The principle guiding our salary planning for fiscal year 1999
is to pay faculty and staff competitively, in relationship to the markets
for their positions and prevailing economic conditions, including an inflation
rate below two percent. 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 decisions 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:
- The minimum academic salary for new assistant professors will
be $40,000.
- 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.
- 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 percent for
non-meritorious performance or more than 6 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
The University recently completed the Classification Redesign Project,
implementing the project's recommendations on April 1, 1998. The salary
structure has been realigned to reflect the competitive labor market in
which the University competes for its staff. All departments have received
the results of the classification study and copies of the new salary structure.
The following guidelines should be followed when making staff salary
increase decisions for the next fiscal year:
- Monthly, weekly and hourly staff members (excluding bargaining units)
are eligible for increases 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, 1998. Due to revenue constraints, 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.
- Performance is the primary basis for all staff salary increases.
Salary increases should support and confirm the feedback provided through
the performance appraisal process. Other factors, including budget availability
and internal equity, will also need to be considered in determining salary
increases. Given all of these considerations, increases for solid performance
may vary but should fall generally in the 1.0 to 3.0 percent range. Salary
in-creases should not exceed 3.0 percent unless performance is ex-ceptional;
where performance substantially exceeds expectations salary increases
may be awarded up to 6.0 percent. Where performance does not meet expectations,
no increase will be awarded.
Salary decisions are among the most important 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 to remain a strong and financially viable institution.
--Judith Rodin, President
--Michael Wachter, Interim Provost
--John Fry, Executive Vice President
Almanac, Vol. 44, No. 31, April 28, 1998
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