| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 83.20 |
| Liaison | Maddie LoDico |
| Submission Date | Nov. 5, 2018 |
| Executive Letter | Download |
Colby College
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.79 / 3.00 |
Mark
Crosby Director of Human Resources, Safety & Risk Management Human Resources |
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 :
Colby provides a comprehensive benefits package in addition to starting wages well above the living wage. The College’s benefits include FICA, health insurance, workers’ compensation insurance, basic life insurance, long-term disability, employee assistance program and administrative fees related to flexible spending accounts, and for full-time, continuing employees there is a tuition reimbursement benefit, as well as a dependent tuition benefit that pays up to 38.1% of Colby's comprehensive fee. After 2 years of service, the College contributes 8% of annual wages to the employee’s retirement account. Employees also have use of college facilities such as the fitness center and library.
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:
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.