Overall Rating	Gold - expired
Overall Score	66.60
Liaison	Mary Lucus
Submission Date	Feb. 26, 2019
Executive Letter	Download

STARS v2.1

Belmont University
PA-11: Employee Compensation

Status	Score	Responsible Party
	1.80 / 3.00	Mary Lucus Director, IR Provost

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Part 1

The local living wage (based on a family of four and expressed as an hourly wage):

14.34 US/Canadian $

Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):

100

Part 2

Does the institution have employees of contractors that work on-site as part of regular and ongoing campus operations?:

Yes

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):

100

Part 3

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?:

100 percent

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 :

All full-time Belmont employees make a minimum of $15.00 per hour. This is above the Davidson County (Nashville, TN) living wage of $14.34.

Optional Fields

Has the institution made a formal commitment to pay a living wage?:

Yes

A copy or brief description of the institution’s written policy stating its commitment to a living wage:

Staff compensation system programs are developed and administered using the following five philosophies: Consistency - All positions are evaluated using the same methodology and factors. Pay practices are common for all staff positions in the compensation structure. Competitiveness - Base compensation for fully competent employees is intended to be competitive with the median of the labor market from which they are recruited. Development - Key goal of pay delivery practices is to motivate staff development and increase effectiveness. Performance - Belmont University performance influences annual compensation programs. Individual employee performance, specifically achievement of annual objectives, affects annual compensation treatment. Openness - Information concerning an employee’s personal compensation is for their private use.

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)?:

Yes

A brief description of the institution’s commitment to a student living wage:

All Belmont Student workers receive the state minimum wage of $7.25

The website URL where information about the programs or initiatives is available:

http://www.belmont.edu/hr/prospective/compensation.html

Additional documentation to support the submission:

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Data source(s) and notes about the submission:

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