Overall Rating Silver - expired
Overall Score 46.72
Liaison Kathy Johnson
Submission Date April 22, 2014
Executive Letter Download

STARS v2.0

Black Hills State University
PA-9: Employee Compensation

Status Score Responsible Party
Complete 1.50 / 3.00 Katie Greer
Sustainability Coordinator
Facilities Services
"---" indicates that no data was submitted for this field

Number of employees:
490

Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
490

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

Number of employees of contractors working on campus:
60

Number of employees of contractors covered by sustainable compensation standards, guidelines, or policies and/or collective bargaining agreements:
60

A brief description of the sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements covering staff, faculty and/or employees of contractors:

All BHSU employees are covered under Article 55:09 of the Administrative Rules of South Dakota, including leaves of absence, holidays, personnel records, and overtime work and compensation; and the Board of Regents Policy Manual. Civil Service employees fall under Article 55:10 of the Administrative Rules of South Dakota, including rules pertaining to the selection process; probationary period; promotion, transfer, and demotion; disciplinary actions; nondisciplinary separations, and classification.
Faculty are governed by the University Faculty Collective Bargaining Agreement. Career Service employees are represented at BHSU by a peer-elected CSA Council which meets with the University administration on a monthly basis.
Civil Service employees are classified into pay grades in accordance with the positions' requisite responsibilities. The Bureau of Human Resources conducts a multi-state salary study periodically, and adjusts the pay ranges accordingly, which is most typically about 3% a year. Employees who have completed a probationary period and are below median job worth of their range may also receive an additional 3% movement to increase job worth.
Faculty salaries are set by measuring against the Oklahoma State University Faculty Salary Study (our target is 80-90% of the average salary of the particular rank, and internal equity among others of similar discipline and rank.
Non-faculty Exempt employee salaries are set by utilizing the average of three tables in the College and University Professional Association for Human Resources (CUPA-HR) salary studies -- average salary for positions in public institutions with comparable budgets, in public institutions with comparable enrollments, and public masters institutions. A point factor analysis on each position is also used to assign a position to an appropriate broad-band pay range.
All employees in permanent positions of the State of South Dakota, who work 20 hours or more per week, at least six months of the year are eligible to participate in the South Dakota State Employee Health, Life, and Flexible Benefit Plans. There are currently no BHSU permanent employees who work 20 or more hours per week who earn less than $13.59 per hour (120% above the poverty guideline for a family of four) after adjusting for healthcare benefits.

+ Date Revised: July 1, 2014

Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
No
+ Date Revised: July 1, 2014

Number of staff and faculty that receive sustainable compensation:
490

Number of employees of contractors that receive sustainable compensation:
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A brief description of the standard(s) against which compensation was assessed:

Civil Service employees are classified into pay grades in accordance with the positions' requisite responsibilities. The Bureau of Human Resources conducts a multi-state salary study periodically, and adjusts the pay ranges accordingly, which is most typically about 3% a year.

Faculty salaries are set by measuring against the Oklahoma State University Faculty Salary Study (our target is 80-90% of the average salary of the particular rank, and internal equity among others of similar discipline and rank.

Non-faculty Exempt employees salaries are set by utilizing the average of three tables in the College and University Professional Association for Human Resources (CUPA-HR) salary studies -- average salary for positions in public institutions with comparable budgets, in public institutions with comparable enrollments, and public masters institutions. A point factor analysis on each position is also used to assign a position to an appropriate broad-band pay range.


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:

Concerted effort by the institution and the State of South Dakota has been made in the past 7+ years to increase the wages for our lowest paid employees, which generally are the custodial workers and day care workers. New employees with no experience are now hired in at Step 2 of the salary range, which is $8.66/hour for child care workers and $9.91 for custodial workers. They are also eligible for a 5% increase after successfully completing their six-month probationary period. Custodial workers have received basic training in order for them to provide basic maintenance responsibilities and allowed them to be reclassified to a pay grade which is two pay grades higher than previously.

In addition to wages, the lowest paid regular, full-time employees also receive health insurance (paid entirely by the institution for employee coverage, estimated at $7,370 per year); a 6% contribution to the SD Retirement System, a defined benefit retirement plan; $25,000 term life insurance plan; liability coverage; 3 or 4 weeks vacation per year, depending on the years of service; 112 hours of sick leave per year, with no accrual limit.


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:

If an employee works at least 20 hours per week for six months or more in a regular position, they are eligible for the same benefits as the full time employees. The exception is that they accrue leave on a prorated basis.

For employees who work fewer than 20 hours per week in a regular position, they receive prorated leave based on the hours they work.


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:

A seasonal salary schedule, set by the State Bureau of Human Resources is utilized in compensating temporary staff. For non-skilled labor, it is approximately $8/hour. They do not currently receive benefits per SD state law.


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:

Contingent faculty are paid based on their education level and the number of credits they teach. it is currently $1,076 per credit for those with masters degrees, and $1,317 per credit for those with terminal degrees. They do not currently receive benefits per SD state law.


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):

Currently, students are paid in one of four pay grades, based on the level of responsibility of the position. The lowest paid are paid $7.25/hour. They generally receive an increase for each year they work in the department.


The local legal minimum hourly wage for regular employees:
7.25 US/Canadian $

Does the institution have an on-site child care facility, partner with a local facility, and/or provide subsidies or financial support to help meet the child care needs of faculty and staff?:
Yes

Does the institution offer a socially responsible investment option for retirement plans?:
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The website URL where information about the institution’s sustainable compensation policies and practices is available:
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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 and complete the Data Inquiry Form.