| Overall Rating | Gold |
|---|---|
| Overall Score | 77.56 |
| Liaison | John Pumilio |
| Submission Date | Oct. 11, 2022 |
Colgate University
PA-12: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.11 / 3.00 |
John
Pumilio Director of Sustainability Sustainability Office |
"---"
indicates that no data was submitted for this field
Part 1. Living wage for employees
23.78
US/Canadian $
Percentage of employees that receive a living wage (benefits excluded):
78.68
Part 2. Living wage for employees of contractors
Yes
A list or brief description of significant on-site contractors:
Chartwells (dining service provider)
http://chartwellshighered.com/
Haynor Hoyt Corporation (construction management).
https://haynerhoyt.com/
http://chartwellshighered.com/
Haynor Hoyt Corporation (construction management).
https://haynerhoyt.com/
Percentage of employees of on-site contractors known to receive a living wage or be covered by collective bargaining agreements (i.e., union contracts):
20
Part 3. Minimum total compensation for employees
None of the above (i.e. the lowest paid regular employee or pay grade earns less than the living wage)
A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade:
The total compensation for the lowest paid regular employee meets minimum wage but does not exceed $23.78.
Salary competitiveness is measured against relevant external labor market data. In determining the relevant labor markets for staff positions at Colgate, we look not only at where we are recruiting staff from and where they go when they leave Colgate, but at similar institutions that have similar jobs and levels of complexity. Data is collected from published surveys, from professional organizations, from other institutions, and from surveys conducted for Colgate or other institutions by consultants. This data is used to set the salary ranges. Each staff position is in a particular labor market. Hourly positions, in particular, are based on local labor market data.
For non-bargaining unit employees, annual salary increases are performance based, but may also include a structural or market adjustment. Adjustments are suggested by new market data or salary inequities based on an individual’s years of experience and level of performance. For bargaining unit employees, starting wages, steps and wage increases of these groups are established by union contracts. Contract-negotiated salary levels are informed by local market data consisting of area employers including colleges and universities.
Colgate University is proud to offer in-depth, competitive benefit plans to help employees balance work/life concerns and ensure that employees and their families are protected from financial hardships. The overriding aim of Colgate’s benefit plan is to provide employees protection against catastrophic expenses or income interruptions, particularly those arising from circumstances outside the employee’s control. (eg life insurance, health insurance and short and long term disability programs, generous vacation and sick leave). Colgate provides a generous benefit package to employees that are valued between 30% - 44% of salary.
Salary competitiveness is measured against relevant external labor market data. In determining the relevant labor markets for staff positions at Colgate, we look not only at where we are recruiting staff from and where they go when they leave Colgate, but at similar institutions that have similar jobs and levels of complexity. Data is collected from published surveys, from professional organizations, from other institutions, and from surveys conducted for Colgate or other institutions by consultants. This data is used to set the salary ranges. Each staff position is in a particular labor market. Hourly positions, in particular, are based on local labor market data.
For non-bargaining unit employees, annual salary increases are performance based, but may also include a structural or market adjustment. Adjustments are suggested by new market data or salary inequities based on an individual’s years of experience and level of performance. For bargaining unit employees, starting wages, steps and wage increases of these groups are established by union contracts. Contract-negotiated salary levels are informed by local market data consisting of area employers including colleges and universities.
Colgate University is proud to offer in-depth, competitive benefit plans to help employees balance work/life concerns and ensure that employees and their families are protected from financial hardships. The overriding aim of Colgate’s benefit plan is to provide employees protection against catastrophic expenses or income interruptions, particularly those arising from circumstances outside the employee’s control. (eg life insurance, health insurance and short and long term disability programs, generous vacation and sick leave). Colgate provides a generous benefit package to employees that are valued between 30% - 44% of salary.
Optional Fields
No
A copy or brief description of the institution’s written policy stating its commitment to a living wage:
However, the University is undergoing a comprehensive review of compensation practices and is committed to a multi-year approach in making adjustments.
Website URL where information about employee compensation is available:
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
Pamela Gramlich, Assistant Director of Sustainability, researched and compiled the data included in this credit.
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.