| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 51.35 |
| Liaison | Stephanie Del Rosario |
| Submission Date | Sept. 10, 2012 |
| Executive Letter | Download |
California State University, Fullerton
PAE-11: Sustainable Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
3.43 / 8.00 |
John
Beisner Interim Associate Vice President HR & Risk Management |
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:
Data sources
For living wage calculation, we used 3 sources:
1. GDP deflators from the US Department of Agriculture Economic Research Service were used to compare base year numbers with current year numbers. http://www.ers.usda.gov/Data/Macroeconomics/
2. The Economic Policy Institute Basic Family Budget Calculator uses 2007 figures
Los Angeles/Long Beach HUD Metro, Orange County HUD Metro, Riverside/San Bernardino/Ontario HUD Metro for One Parent, One Child. http://www.epi.org/content/budget_calculator/
3. The Penn State University Living Wage Calculator uses 2008 figures.
For Orange, Los Angeles, and Riverside County California for One Adult, One Child. http://www.livingwage.geog.psu.edu/counties/06053
Methodology to calculate living wage:
1. Source 1: GDP deflators from USDA ERS
2. Source 2: Economic Policy Institute Basic Family Budget Calculator. Use GDP deflator to compare from 2007 (EPI data) to 2010 (CSUF data). This produces a 2010 equivalent living wage.
3. Source 3: Penn State University Living Wage Calculator. Use GDP deflator to compare from 2008 (Penn State data) to 2010 (CSUF data). This produces a 2010 equivalent living wage.
4. Average the EPI & Penn State numbers to get an average living wage for this geographical area.
5. To compare employee salaries to living wage: sort by total annual salary per employee, count number below the living wage & above (or equal to) the living wage.
Compensation for CSU Fullerton Auxiliary Services Corporation (ASC) employees adheres to all State of California labor laws, including those related to minimum wage. ASC offers a competitive annual compensation and a generous benefits package. All regular full-time employees are paid above minimum wage.
ASC participates in an annual compensation survey such as the Auxiliary Organization Association (AOA) and Employer’s Group (EG) to ensure that our compensation is competitive within the market industry. This will also ensure that our compensation is sufficient to enable employees to meet their basic needs.
With regard to contractors working on campus, the Prevailing Wage clause of the CSU Contract General Conditions requires that prevailing wage rates be paid on public works projects.
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.