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
Complete 1.80 / 3.00 Mary Lucus
Director, IR
"---" indicates that no data was submitted for this field

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):

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?:
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.

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:

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)?:

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:
Additional documentation to support 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.