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Salary Guidelines for 2003-2004

The principle guiding our salary planning for fiscal year 2004 is to pay faculty and staff competitively, in relationship to the markets for their positions and prevailing economic conditions, and to act with fiscal responsibility in the award of annual increases. 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:

  • The minimum academic salary for new assistant professors will be $49,000. 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 2.8 percent. Salary increases for merit should range from 1.0 to 5.0 percent. Recommendations to provide an increase lower than 1.0 percent for non-meritorious performance or more than 5.0 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.
  • 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, 2003. All staff salaries must be at or above the minimum of their respective grades, effective April 1, 2003.

The following are guidelines for the July 1, 2003 merit salary increase program:

  • 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, 2003. 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. 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 consistently meet expectations may vary, but should generally range up to 2.8 percent. Salary increases above 2.8 percent may 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 5.0 percent. If performance is unacceptable, 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 faculty and 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
--Clifford Stanley, Executive Vice President


  Page I Don't Want In Search Engines Almanac, Vol. 49, No. 29, April 15, 2003

Page I Don't Want In Search Engines