| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 50.60 |
| Liaison | Laurie Husted |
| Submission Date | June 14, 2011 |
| Executive Letter | Download |
Bard College
PAE-11: Sustainable Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
8.00 / 8.00 |
Taun
Toay Associate Vice President Vice President |
Total number of employees working on campus (including contractors):
Number of employees (including contractors) that the institution ensures earn sustainable compensation:
A brief description of how the institution ensures that its lowest-paid workers (including contractors, if applicable) receive sustainable compensation:
Bard College utilizes various regional and Federal data in determining a fair and appropriate wages and benefits to meet the needs of the employees. Federal data, to include to Consumer Price Index (CPI) is used to determine the possibility and fairness in annual increases. A review of these numbers, along with budget feasibility is monitored at the end of each fiscal year. Local data, including the New York State Department of Labor, Marist Survey and various Human Resource websites and organizations, i.e. Society for Human Resource Management, allow the college to not only prepare for appropriate annual increases but allow for research of salary information for specific job responsibilities in the Hudson Valley Region. These local experts allow the college to conduct an independent evaluation of the local cost of living and living wage estimations. By reviewing the information offered by these organizations on a regular basis, the college is able to determine changes in the regional cost of living. Due to the varying cost of living in regional counties, it is critical to determine varying cost of living calculations for not only the county housing the college but also surrounding counties, where the cost of living may be considerably lower.
However, the most effective means of determining salary comparisons of specific job titles is to contact local colleges or universities. It is critical to remember that job descriptions must be compared in detail to ensure similar job titles hold the same responsibility as the position being researched.
Lower paid positions are mandated to earn a minimum wage as determined by the Federal or State government, whichever is higher. This practice is maintained by the college to ensure accuracy in its administration of minimum wage requirements. Other wages are also determined by negotiated contracts for Union employees. In the past, the college has utilized the Basic Family Budget Calculator to determine a sustainable compensation when negotiating union salaries.
The most recent year total compensation for the institution’s lowest-paid workers (including contractors, if applicable) was evaluated to ensure that it was sustainable:
The website URL where information about the institution’s compensation policies and practices is available:
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.