| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 73.93 |
| Liaison | Jim Dees |
| Submission Date | April 19, 2019 |
| Executive Letter | Download |
Appalachian State University
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.87 / 3.00 |
Jim
Dees Data and Assessment Specialist Office of Sustailability |
The local living wage (based on a family of four and expressed as an hourly wage):
Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):
Does the institution have employees of contractors that work on-site as part of regular and ongoing campus operations?:
Percentage of employees of contractors that work on-site as part of regular and ongoing campus operations that the institution has verified as receiving a living wage (benefits excluded) (0-100; enter ‘0’ if unknown):
The total compensation provided to the institution’s lowest paid regular (i.e., permanent) 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, including any in-kind benefits included as part of the total compensation figure :
Compensation for regular, part-time employees is established using the same criteria as for regular, full-time employees. The lowest pay rate in the State classification structure is $11.22 per hour. Part-time employees may or may not be eligible for benefits, depending upon how many hours they work per week (their full-time equivalency (FTE) value). Part-time employees working 30-39 hours per week are eligible for full health and retirement benefits and paid leave on a prorated basis. Part-time employees working 20-29 hours per week receive paid leave on a prorated basis and may participate in the health insurance plan at their expense. Part-time employees working less than 20 hours per week are not eligible for benefits.
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:
Has the institution made a formal commitment to provide a living wage to its student employees and/or graduate teaching/research assistants (e.g. by adopting a student bill-of-rights)?:
A brief description of the institution’s commitment to a student living wage:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Additional link: ASU promotes just compensation wages as supported in the Strategic Plan: http://www.appstate.edu/about/strategic_plan.pdf
It is the policy of the State to compensate its employees at a level sufficient to encourage excellence of performance and to maintain the labor market competitiveness necessary to recruit and retain a competent work force, Faculty, Staff and Administrators.
Additional link: ASU promotes just compensation wages as supported in the Strategic Plan: http://www.appstate.edu/about/strategic_plan.pdf
It is the policy of the State to compensate its employees at a level sufficient to encourage excellence of performance and to maintain the labor market competitiveness necessary to recruit and retain a competent work force, Faculty, Staff and Administrators.
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.