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Salary
Guidelines for 2002-2003
The
principle guiding our salary planning for fiscal year 2003 is to
pay faculty and staff competitively, in relationship to the markets
for their positions and prevailing economic conditions. 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 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:
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The
minimum academic salary for new assistant professors will be
$47,500. 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.
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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 1.0 percent for non-meritorious performance
or more than 6.0 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.
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The
Provost will review the Deans' faculty salary recommendations
prior to their release to ensure that raises on average reflect
market conditions in each discipline.
Staff Increase
Guidelines
Penn's
salary structure and the information technology (IT) broadband salary
structure have been adjusted to reflect market competitiveness,
effective April 1, 2002. All staff salaries must be at or above
the minimum of their respective grades, effective April 1, 2002.
The
following are guidelines for the July 1, 2002 merit salary increase
program:
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Monthly,
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, 2002. 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.
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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 meets expectations
may vary, but should generally range from 1.0 to 3.0 percent.
Salary increases above 3.0 percent should 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 6.0 percent. If performance does
not meet expectations, no increase will be awarded.
Salary
decisions are among the most important decisions that we make. We
believe this year's salary guidelines will reward high performing
staff for their contributions to the overall accomplishment of the
University's mission while helping it remain a strong and financially
viable institution.
--Judith
Rodin, President
--Robert
L. Barchi, Provost
--John
A. Fry, Executive Vice President
Almanac, Vol. 48, No. 31, April 23, 2002
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ISSUE
HIGHLIGHTS:
Tuesday,
April 23, 2002
Volume 48 Number 31
www.upenn.edu/almanac/
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