| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 69.45 |
| Liaison | Yumiko Jakobcic |
| Submission Date | March 3, 2017 |
| Executive Letter | Download |
Grand Valley State University
PA-9: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
2.79 / 3.00 |
Yumiko
Jakobcic Campus Sustainability Coordinator Office of Sustainability Practices |
Number of employees:
Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
Does the institution have employees of contractors working on-site as part of regular and ongoing campus operations?:
Number of employees of contractors working on campus:
Number of employees of contractors covered by sustainable compensation standards, guidelines, or policies and/or collective bargaining agreements:
A brief description of the sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements covering staff, faculty and/or employees of contractors:
The objective of the University's compensation program is to attract, retain, motivate and reward faculty and staff fairly, equitably and competitively. The University is committed to fair and equitable compensation that compliments the responsibilities of the position and the performance of the incumbents. The factors used to set salary, in addition to market, include performance, relevant experience, applicable educational credentials and responsibility. Appointing officers set starting salaries based on these factors, with sensitivity to internal equity. Justification for these decisions is documented by the appointing officer. Market data is provided annually to each appointing officer from Human Resources. Starting salaries and their justification are reviewed and approved by Human Resources, Affirmative Action and the appropriate Vice President.
Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
Number of staff and faculty that receive sustainable compensation:
Number of employees of contractors that receive sustainable compensation:
A brief description of the standard(s) against which compensation was assessed:
A living wage in Ottawa County is $14.75/hour, based on an assessment of compensation against a poverty guideline, threshold or low-income cut-off, sustainable compensation (defined as wages equivalent to 120 percent of the poverty guideline for a family of four). 86% of GVSU employees make over $14.75/hour or are covered by a collective bargaining agreement.
Additional information about the compensation philosophy as well as market ranges for faculty and AP staff and contracts can be viewed at http://www.gvsu.edu/hro/compensation-employment-185.htm
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
Entry level pay for this group far exceeds the state requirement. GVSU's compensation is market driven with a sensitivity to internal equity plus benefit accrual. All regular faculty and staff have the same medical benefits regardless of pay level.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
Entry level pay for this group far exceeds the state requirement. GVSU's compensation is market driven with a sensitivity to internal equity plus benefit accrual. All regular faculty and staff have the same medical benefits regardless of pay level.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
Entry level pay for this group far exceeds the state requirement. GVSU's compensation is market driven with a sensitivity to internal equity plus benefit accrual.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
Minimum $700 per credit hour plus benefit accrual
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
The minimum wage on campus is $8.90 per hour. Wages range from $8.90-$15 on campus. Graduate Assistants are paid either $2000 per semester for part-time assistantships or $4000 per semester for full-time assistantships.
The local legal minimum hourly wage for regular employees:
Does the institution have an on-site child care facility, partner with a local facility, and/or provide subsidies or financial support to help meet the child care needs of faculty and staff?:
Does the institution offer a socially responsible investment option for retirement plans?:
The website URL where information about the institution’s sustainable 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.