Overall Rating Gold - expired
Overall Score 75.93
Liaison Merry Rankin
Submission Date Aug. 30, 2013
Executive Letter Download

STARS v1.2

Iowa State University
PAE-11: Sustainable Compensation

Status Score Responsible Party
Complete 8.00 / 8.00 Merry Rankin
ISU Director of Sustainability
Facilities Planning & Management
"---" 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:

Iowa State University Human Resource Services ensures that all its employees receive sustainable compensation in three ways. First of all, the prevailing wage is checked for its lowest-paid workers. Human Resource Services then makes sure the pay offered is average for the region. Finally, wages for all positions are maintained above minimum wage. Compensation for Merit staff covered by collective bargaining agreements is determined through a separate bi-annual negotiation process. Bargaining related to Merit staff is conducted at a State of Iowa level.

In addition, The Professional and Scientific (P&S) Council Compensation & Benefits (C&B) Committee works to assure a fair and equitable financial reward system for P&S staff.
The C&B Committee's responsibility is to assess the effectiveness of the university's classification and compensation system. They develop and recommend revisions to the plan as well as provide counsel to the P&S Council in the university's annual budgeting process pertaining to issues such as budget requests for salary, salary distribution, adjustments to the pay structure, and other compensation concerns. The committee also assesses and recommends action on issues dealing with staff benefits including leaves, professional development, insurance, and retirement.

The C&B Committee provides the following:

Fair compensation for ISU employees including continued discussions with the administration on a compensation review of the P&S Classification and Compensation system

Collaboration with Human Resource Services to develop exit interviews that will provide important data to insure fair compensation for ISU employees

Conducting a Peer 11 institution comparison of Human Resource Services staffing and roles at other institutions

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:

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.