These are unprecedented times that require the University to strategically plan for the coming fiscal year in a fiscally responsible manner. The University of Pennsylvania’s merit increase program is designed to recognize and reward the valuable contributions of faculty and staff to the University’s commitment to the highest levels of excellence in teaching, research and administration by paying market competitive salaries in a fiscally responsible manner. Because of these unprecedented times, the merit increase pool will be 2.5 percent and will be available to employees (faculty and staff) with salaries at or below $70,000.

Faculty Increase Guidelines

Below are the standards for faculty increases that the Deans are asked to follow. The Deans will give the department chairs their own guidelines at the School level regarding available resources.

• The minimum academic salary for new standing faculty assistant professors will be $72,600.
• Merit increases for faculty should be based solely on performance as evidenced by scholarship, research, teaching and service to the University and the profession. As in previous years, there will be no cost of living increase for continuing faculty.
• Salary increases for faculty due to promotions in rank, retention or other commitments are permitted and must be made in consultation with the Provost.

Staff Increase Guidelines

Presented below are the merit increase guidelines for July 1, 2020.

• This year’s aggregate salary increase pool is 2.5 percent for staff with salaries at or below $70,000. The merit increase range is zero to 3.0 percent.
• Staff eligibility will be limited to staff with salaries at or below $70,000 a year. Monthly, weekly, and hourly paid staff members who meet this salary requirement are eligible for a merit increase if they are regular full-time, regular part-time or limited service status employees, and were employed by the University on or before February 29, 2020. The following groups are not covered under these guidelines: student workers, interns, residents, occasional and temporary workers, staff on unpaid leave of absence, staff on long term disability, and staff who are covered by collective bargaining agreements.
• The merit increase program is designed to recognize and reward performance. The foundation of this program is the Performance and Staff Development Plan. Salary increases should be based on performance contributions within the parameters of the merit increase budget. The Performance Appraisal System documents each employee’s performance and contributions and establishes performance goals for the new fiscal year. All employees must receive Performance and Staff Development Plans for the next review cycle whether or not they receive merit increases. Schools and Centers are requested to submit performance appraisals by June 8, 2020. The Division of Human Resources’ Staff and Labor Relations team is available to discuss performance management issues.
• Merit increases should average no more than 2.5 percent for staff earning at or below $70,000 and may average less if a School or Center establishes a lower percentage merit pool based on financial considerations. The aggregated salary increases within a School or Center may not exceed 2.5 percent regardless of performance rating distributions. Performance expectations should be raised each year as employees grow in experience and job mastery. Performance ratings and raises should reflect a normal distribution for all employees. Employees with unacceptable performance are not eligible for merit increases.
• There will be no bonuses, in keeping with the elimination of discretionary bonuses announced in prior years.

The Division of Human Resources Compensation office is available to discuss specific merit increase parameters with Schools and Centers. Staff and Labor Relations team members are available to discuss performance management issues.

—Amy Gutmann, President

—Wendell Pritchett, Provost

—Craig Carnaroli, Executive Vice President