| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 48.76 |
| Liaison | James Speer |
| Submission Date | Feb. 26, 2019 |
| Executive Letter | Download |
Indiana State University
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.05 / 3.00 |
Richard
Enyard Executive Director 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 :
Minimum $8.25/hr
No benefits
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:
"The University will maintain a compensation program that is competitive with other regional and national employers and comparable colleges within the University's defined recruiting markets. The University goal is to be positioned at 90% of the median of the market for institutions of comparable classification and size and in conjunction with the local and regional general industry markets for which Indiana State University competes for talent. In view of the diversity of jobs within the University community, it is recognized that a single recruiting market does not exist. Therefore, for purposes of defining the ""market"", the following guidelines will apply:
For management/executive positions, peer institutions of comparable classification and size covering the nation and/or broad geographic region will serve as the market.
For professional and administrative staff, peer institutions and general industry employers within the geographic region, where applicable, will serve as the market.
For non-exempt staff, general industry employers within the local and regional areas will serve as the market.
The pay grade for positions within the salary structure will be primarily determined as follows:
As a principle, market compensation data for benchmark jobs will establish the framework for determining a particular job's grade assignment.
The market will drive how the pay ranges will be set with each position assigned to a grade in accordance with external market data, where available, and/or internal equity with similar jobs.
Upper and lower salary limits will exist for each position through established pay ranges.
University employees will be paid at least the published minimum of the pay range for their given position level within the salary structure. Starting salary placement within the range will be dictated by the individual's credentials in terms of education, prior related experience, and special skills that may be needed for the job.
Salaries may not exceed the maximum of the range established for the position. However, the pay ranges will be periodically adjusted to keep pace with the market so that opportunities for future salary growth may continue to occur in conjunction with range movement. Should the range maximum be reduced as a result of this process an employee's salary will not be lowered.
The University recognizes the importance for employees to develop within their jobs and enhance their career growth through promotional opportunities. Salary growth may therefore be influenced by a number of factors:
Pay increase adjustments within the range based on service and performance with the University. Funding for pay increases will be determined by market factors and the budget.
Pay increase adjustments associated with increased responsibilities that result in job movement to a different grade.
Recognition of professional development, and or increasing credentials relevant to their position.
Special recognition awards for individual or team contributions in the form of a cash bonus or non-monetary award. Such awards would be associated with a special project, program or function to recognize extraordinary contribution, which can be measured and documented.
The University will communicate compensation policies and procedures to all employees in a manner that will enable them to understand how the compensation program operates, the means by which it is maintained and updated in the future, and how it will affect them individually.
The University will openly communicate the following information about the compensation program to employees and supervisors:
Personal base salary information;
The minimum and maximum of the salary range to which the job is assigned;
Compensation program policies (including job descriptions) for non-faculty personnel;
The University's defined recruiting markets."
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.