| Overall Rating | Reporter - expired |
|---|---|
| Overall Score | |
| Liaison | Olivia Herron |
| Submission Date | May 30, 2019 |
| Executive Letter | Download |
Austin Peay State University
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
Reporter |
Anthony
Roark HR Systems Administrator Human Resources |
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 :
Annual Salary: $21,421
401k Match: $50/month
Employer Portion Health: $572/month
Employer Retirement: 18.87% as of 7/1/17
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:
APSU will prioritize annual salary adjustments, consisting of market adjustments and performance adjustments, as the critical milestones of growth identified in the Strategic Plan 2015-2025 are reached. The primary objective is to achieve the salary median for each position. Funds may be applied as either, or a combination of, market adjustments or performance adjustments. The goal of market adjustments will be to reposition an employee or group of employees to a more positive placement in the salary market. The goal of performance adjustments will be to reward positive job performance demonstrated through evidence presented by managers. The President’s Council, with input from Faculty and Staff Senate leadership, will provide recommendations to the President when allocating available funds. In making recommendations, the President’s Council will consider the following institutional values:
Ensuring that all salaries are at or exceed the living wage
Addressing inversion and compression issues
Providing performance adjustments to employees when appropriate
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:
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.