Agnes Scott College
PA-12: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.07 / 3.00 |
Susan
Kidd Executive Director Center for Sustainability |
The local living wage (based on a family of four and expressed as an hourly wage):
Percentage of employees that receive a living wage (benefits excluded):
Does the institution have significant contractors with employees that work on-site as part of regular and ongoing campus operations?:
A list or brief description of significant on-site contractors:
Employee contractors that work on-site include:
- Dining/catering
- Maintenance (HVAC)
- Groundskeeping
Percentage of employees of on-site contractors known to receive a living wage or be covered by collective bargaining agreements (i.e., union contracts):
Total compensation provided to the institution’s lowest paid regular, part-time or full-time employee or pay grade meets or exceeds what percentage of the living wage?:
A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade:
All values based on annualized Employer amounts for Employee-only coverage:
- TIAA Retirement 8.2% = $1,662.96
- Health Insurance = $9,029.28
- Dental HMO = $1917.76
- Basic Life Insurance = $156
- Long Term Disability = $180
TOTAL = $11,226.00
Has the institution made a formal commitment to pay a living wage?:
A copy or brief description of the institution’s written policy stating its commitment to a living wage:
To further our mission of educating women to think deeply, live honorably and engage the intellectual and social challenges of their times, Agnes Scott College is committed to providing competitive salaries and benefits in order to attract and retain a highly qualified, diverse and productive faculty and staff. In addition, the college is committed to addressing issues of merit, compression and gender equity in its compensation policies.
The faculty of Agnes Scott plays a central role in fulfilling the college's educational mission. As dedicated teacher-scholars, they serve as intellectual guides and role models, providing students with the exciting learning opportunities both inside and outside the classroom that differentiate Agnes Scott from other colleges. Faculty members must have the academic training and credentials needed to successfully perform in the classroom as well as the motivation and desire to help students learn and grow. The college is committed to recruiting and retaining the best liberal arts faculty in the country. We use AAUP (American Association of University Professors) salary data to target competitive salaries for our faculty and have set the top quintile of IIB (baccalaureate) institutions' faculty salaries as our benchmark.
The staff of Agnes Scott plays many roles integral to the fulfillment of our mission. Staff members, including the senior officers, pursue strategic institutional goals and create and maintain the infrastructure that supports teaching, learning and scholarship. They also serve as mentors, advisers and role models to students. Like faculty members, staff members need to be among the finest in their professions. Each staff position has a natural "market" that can be used for comparison, which is defined as the market from which we recruit for that particular job. Within this market, the college strives to offer and maintain competitive salaries for all staff positions. This market competitiveness will be balanced with our commitment to offer all college employees a Living Wage, which we recognize may be above the market for some positions.
We recognize that it is the combined efforts of all employed by the college that enable Agnes Scott to maintain its reputation for excellence. In a small community, when even one faculty or staff member performs below the level needed, it affects many - and can have a direct impact on the quality of the educational experience. Therefore, our compensation system must support the hiring, retention, and professional development of excellent employees, and our culture must challenge them to contribute in meaningful ways to the mission of the college.
During the May 2018 Board of Trustees meeting, the board renewed its commitment to the college's living wage policy and increased the living wage target from $14.56 to $15.00 per hour for all regular full-time employees effective October 1, 2018. In addition, the board's action stipulates that the college raise the starting wage to this living wage target, so that by October 1, 2020, all regular, full-time employees will be paid at or above $15.00 per hour.
Website URL where information about employee compensation is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
In order to ensure data consistency, we wanted to use the living wage for the time for which we are reporting data. Therefore, the living wage used is for 2019 to match the data provided for FY19.
In order to ensure data consistency, we wanted to use the living wage for the time for which we are reporting data. Therefore, the living wage used is for 2019 to match the data provided for FY19.
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.