Overall Rating Gold - expired
Overall Score 69.73
Liaison Lindsey Lyons
Submission Date June 13, 2011
Executive Letter Download

STARS v1.0

Dickinson College
PAE-11: Sustainable Compensation

Status Score Responsible Party
Complete 6.79 / 8.00 Steve Riccio
Director of Staff Development
Human Resource
"---" indicates that no data was submitted for this field

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:
Human Resource Services launched the Fair Labor Standards Act (FLSA) and compensation review with a request to the campus to update all non-faculty job descriptions in May 2006. Approximately 500 descriptions were reviewed for compliance with the Fair Labor Standards Act. The review focused on whether existing positions satisfied both a salary test and a duties test to be considered as exempt from the overtime provisions of the Act. The salary test requires that a position must be paid a salary of at least $455 per week or $23,660 per year. This stipulation must be met even if the position is considered exempt from the Act by the nature of the duties. The duties test allows exemptions for positions considered to be executive, administrative or professional. The results of the review indicate that a small number of positions required further analysis and possible action on the part of the college. Eight of the positions considered as exempt did not pass the salary test. In addition, the existing exempt or non-exempt designations of twenty other positions required further analysis. The majority of these positions are non-exempt positions which could be designated as being exempt in accordance with the Act. Only a few positions designated as exempt were changed to non-exempt. In addition, the compensation levels of non-exempt jobs were compared to the local labor market. Dickinson positions were compared to the local salary survey data which is reviewed annually by Human Resource Services and local salary survey data provided by Smart Associates, consultants hired during the time of the review (NOTE: ERI has provided local salary data since the review has occurred). The results indicated that the current salaries of Dickinson non-exempt job titles are competitive with salaries paid by local area employers. This does not take into account the College’s attractive benefit program. In July 2007, a new pay plan was implemented for support staff (non-exempt) employees of the College. This included a reconfiguration of the pay structure in order to establish more competitive hiring rates. The lowest minimum rate for regular budgeted positions increased from $6.80 per hour to $8.50 per hour. This placed the hiring rates for these positions well above the change in Pennsylvania’s minimum wage to $7.15 per hour which took effect on July 1, 2007. The hiring rates of support staff salaries increased more than six percent compared to the local market between 2006-2007 and 2008-2009. In addition, actual rates of pay compared to the local market increased from 101.5 percent to 104.9 percent. As the increase in Pennsylvania’s minimum wage led to the lowest minimum rate for regular budgeted positions to increase to $8.50, the College realized this was going to cause a compression issue for those positions not impacted by the minimum wage increase. Therefore, $125,000 was provided to alleviate such compression.

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.