| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 55.91 |
| Liaison | Jessica Spence |
| Submission Date | July 26, 2019 |
| Executive Letter | Download |
Central New Mexico Community College
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.08 / 3.00 |
Molly
Blumhoefer CLL and Sustainability Project Manager PPD |
The local living wage (based on a family of four and expressed as an hourly wage):
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?:
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 :
The minimum wage is based on 1 adult and CNM meets this requirement. It does not meet the "living wage" for a family of four. The 88% reported above was estimated by counting employees that make less than the "living wage based on family of four" from the "CNM Employee Titles and wages" page. Eligible employees may purchase health, life, dental, vision and disability insurance coverage through CNM’s group insurance plan. A portion of the medical and disability insurance costs as provided by law and approved by the Governing Board is paid by the College; the remaining cost is paid by the employee. The College pays 100 percent of the basic life premium. Also available is an Internal Revenue Service Section 125 Plan which allows employees to obtain certain benefits on a pretax basis.
A.Eligibility
1.Non-instructional and instructional support personnel who are on regular full- or part-time status and work 20 or more hours per week (as stated on the recommendation for employment form) are eligible for benefits. Employees who work at least 15 hours per week are eligible for basic life insurance.
2.All regular full-time instructors, as defined in the applicable collective bargaining agreement between the College and the New Mexico Federation of Educational Employees, are eligible for insurance benefits
3.Regular part-time instructors, as defined in the applicable collective bargaining agreement between the College and the New Mexico Federation of Educational Employees, are eligible for insurance benefits in accordance with the requirements set forth in that collective bargaining agreement.
4.Insurance benefits are not available to casual, substitute or work-study employees, or temporary employees hired for six months or fewer.
Percentage of contribution to insurances paid by CNM range between 40%-80%. 40%, 60%, 75% or 80% based on the employee's classification as half-time, three-quarter-time or full-time and employee's salary.
In addition to providing a competitive wage to CNM's work force, CNM pays an additional 5% to the health benefits premium for FT employees who earn under $25,000 annually.
CNM offers a generous leave package to include up to 128 hours of Annual, Holiday, and Personal time off, 80 hours of Sick Leave, paid time off for Jury Duty, Voting, and Bereavement Leave, 13.15% of annual income retirement contribution, educational benefits, unemployment, and worker’s compensation coverage, free bus passes, and free access to an Employee Assistance Program.
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:
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:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Molly updated part 1 as directed by AASHE review staff for re-submission
Minimum wage has been updated, but still waiting on numbers for 2016 update.
Molly updated part 1 as directed by AASHE review staff for re-submission
Minimum wage has been updated, but still waiting on numbers for 2016 update.
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.