| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 74.18 |
| Liaison | Allie Schwartz |
| Submission Date | Nov. 30, 2012 |
| Executive Letter | Download |
Columbia University
PAE-11: Sustainable Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
8.00 / 8.00 |
Kristina
Hernandez Director Communications Strategic Communications, Columbia University Facilities and Operations |
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:
Pay rates are evaluated on an on-going basis.
Short term casual workers, full, part time employees are all included in total employees working on campus. Temporary staffing (92% is done in house, HR manage the vendors with preference for MWBE. Columbia offers prevailing wages and rates, track hours, abide by wage and hour laws including basic hiring info, Columbia temporary staffing office provides each temp worker a copy of rules and work procedures for working at Columbia which includes EOAA info. All vendors have contracts with Columbia and their providing sustainable compensations is a provision they must meet through the mandatory screening process for contracting with the University. Rates can even be adjusted during a contract if need be.
Specified salary ranges by job classifications and that everyone must be paid at the minimum, ensure that the minimum is above minimum wage, at the prevailing wage, and is consistent. HR evaluates job classification and salary range, monitor range and update them each year based on market surveys to be consistent with inflation, cost of living, and competitors, do at least once a year, always stay the same or go up. Columbia completes an audit of employees’ salaries each year and anyone who falls below is moved above to ensure they fall within the range.
The following market surveys are done to benchmark Columbia’s wage compensation with prevailing market rates and our peers:
Ivy League Plus
Salary.com
CUPA-college and university personal administration
Towers Watson
Every job has to have a job description and HR is responsible for evaluating and classifying the job. For lowest paid workers (union and non-union support staff) employees fill out a questionnaire of responsibilities signed off by manager and then HR to ensure that they are getting paid properly since they get to list their job responsibilities which includes point factor analysis evaluations. The employees can request an evaluation themselves if they feel that their position has changed.
Lastly, Collective bargaining agreements wages are negotiated by CBA for 3100 employees typically on 3 year contracts.
Total compensation for the institution’s lowest-paid workers (including contractors) is evaluated annually to ensure that it's sustainable.
Additional Information:
http://hr.columbia.edu/wac/workplace/eoaa
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:
Employee count includes full time officers and staff, part time casuals, non-student casuals, and temporary employees.
Employee count includes full time officers and staff, part time casuals, non-student casuals, and temporary employees.
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.