| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 78.07 |
| Liaison | Kate Witte |
| Submission Date | March 4, 2021 |
Keene State College
PA-12: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.14 / 3.00 |
Cary
Gaunt Director of Campus Sustainability Sustainability |
"---"
indicates that no data was submitted for this field
Part 1. Living wage for employees
16.44
US/Canadian $
Percentage of employees that receive a living wage (benefits excluded):
96.39
Part 2. Living wage for employees of contractors
Yes
A list or brief description of significant on-site contractors:
C&W
Chartwells
Barnes and Noble
Chartwells
Barnes and Noble
Percentage of employees of on-site contractors known to receive a living wage or be covered by collective bargaining agreements (i.e., union contracts):
26
Part 3. Minimum total compensation for employees
100 percent
A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade:
- Total compensation provided to the institution’s lowest paid, regular, part-time or full-time employee: $16.66
- A brief description of the minimum total compensation: The employee’s annual base rate with the institution’s fringe rate. This fringe rate is mostly comprised of health insurance, retirement contributions, statutory benefits, and tuition waivers. The benefits package includes a significant employer contribution to retirement (10% for a 6% employee contribution) and low bi-weekly medical premium deductions ($36.20 for one-person plan; $98.63 for two-person plan and $187.34 for a family plan.) The full benefits package includes access to dental insurance, long-term disability, paid time off, life insurance, and tuition benefits. All employees are also covered for Social Security contributions, unemployment, and workers compensation.
- A brief description of the minimum total compensation: The employee’s annual base rate with the institution’s fringe rate. This fringe rate is mostly comprised of health insurance, retirement contributions, statutory benefits, and tuition waivers. The benefits package includes a significant employer contribution to retirement (10% for a 6% employee contribution) and low bi-weekly medical premium deductions ($36.20 for one-person plan; $98.63 for two-person plan and $187.34 for a family plan.) The full benefits package includes access to dental insurance, long-term disability, paid time off, life insurance, and tuition benefits. All employees are also covered for Social Security contributions, unemployment, and workers compensation.
Optional Fields
No
A copy or brief description of the institution’s written policy stating its commitment to a living wage:
Keene State College is working towards this, and since most employees are now covered by Unions, this is part of the Union negotiations. Furthermore, as part of the University of New Hampshire System, KSC follows the philosophy and guidance of USNH.
Market Philosophy:
The University System of New Hampshire has a market philosophy that primarily centers upon two surveys that use standard, valid, proven methods of data collection. This philosophy is the same for all benefitted employees, including leadership. The two surveys utilized are CUPA-HR, a higher education-specific survey, and CompAnalyst, a survey for all industries. For each position being analyzed, we benchmark the position responsibilities to a generic job description in each of the surveys.
In CUPA-HR, we have two comparator groups. For each institution within the USNH (UNH, KSC, PSU, GSC), there is a peer group and a revenue group. The peer group is comprised of fifteen or so institutions that match the campus in at least two Carnegie classifications. The revenue group is comprised of all institutions participating in the survey who have a total revenue between one-half and two-times the revenue of the institution. Provided that at least five members of the comparator group report data for a specific job title, the group produces a median salary. If both comparator groups produce a median, we average the two medians together to produce our CUPA median. In CompAnalyst, we compare our hourly, non-exempt employees to all participants of the survey in New Hampshire, and our salaried, exempt employees to all participants of the survey in the Northeast. This produces our CompAnalyst median.
We average the CompAnalyst median and CUPA median together to get our Market Target. By taking plus or minus 15% of the Market Target, we identify the Market Low and Market High and create a Market Range. Our goal is that every employee fall within the Market Range, as the Market Range indicates that one’s salary is competitive.
Wage Schedules for status employees: https://www.usnh.edu/resource/wage-schedules
USNH Compensation Policy: https://www.usnh.edu/policy/usy/v-personnel-policies/f-compensation In particular, V.F.3.2.1 shows how we identify the pay grade for a classification based on the market median. V.F.7 covers all the additional pay options we have at our disposal that are not included in an employee’s base rate.
Market Philosophy:
The University System of New Hampshire has a market philosophy that primarily centers upon two surveys that use standard, valid, proven methods of data collection. This philosophy is the same for all benefitted employees, including leadership. The two surveys utilized are CUPA-HR, a higher education-specific survey, and CompAnalyst, a survey for all industries. For each position being analyzed, we benchmark the position responsibilities to a generic job description in each of the surveys.
In CUPA-HR, we have two comparator groups. For each institution within the USNH (UNH, KSC, PSU, GSC), there is a peer group and a revenue group. The peer group is comprised of fifteen or so institutions that match the campus in at least two Carnegie classifications. The revenue group is comprised of all institutions participating in the survey who have a total revenue between one-half and two-times the revenue of the institution. Provided that at least five members of the comparator group report data for a specific job title, the group produces a median salary. If both comparator groups produce a median, we average the two medians together to produce our CUPA median. In CompAnalyst, we compare our hourly, non-exempt employees to all participants of the survey in New Hampshire, and our salaried, exempt employees to all participants of the survey in the Northeast. This produces our CompAnalyst median.
We average the CompAnalyst median and CUPA median together to get our Market Target. By taking plus or minus 15% of the Market Target, we identify the Market Low and Market High and create a Market Range. Our goal is that every employee fall within the Market Range, as the Market Range indicates that one’s salary is competitive.
Wage Schedules for status employees: https://www.usnh.edu/resource/wage-schedules
USNH Compensation Policy: https://www.usnh.edu/policy/usy/v-personnel-policies/f-compensation In particular, V.F.3.2.1 shows how we identify the pay grade for a classification based on the market median. V.F.7 covers all the additional pay options we have at our disposal that are not included in an employee’s base rate.
Website URL where information about employee compensation is available:
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Additional documentation to support the submission:
Data source(s) and notes about the submission:
This information was developed through a conversation with Compensation Analyst, Brandon Edgerly. He provided the numeric information. A complete copy of his correspondence is presented in "Additional documentation to support the submission."
Information on contractors provided by:
Chartwells team:
• There are currently 63 total Chartwells associates here at KSC as of today.
• 26.9% are paid at/more than $16.44 per hour
• We do not have any associates covered by a collective bargaining agreement
(Information provided by Jennifer Ferrell, Associate Vice President of Student Engagement)
C&W team: 14 of 57 employees receive above the livable wage (or, 25%)
(Information provided by David Merritt, onsite manager for C&W)
Information on contractors provided by:
Chartwells team:
• There are currently 63 total Chartwells associates here at KSC as of today.
• 26.9% are paid at/more than $16.44 per hour
• We do not have any associates covered by a collective bargaining agreement
(Information provided by Jennifer Ferrell, Associate Vice President of Student Engagement)
C&W team: 14 of 57 employees receive above the livable wage (or, 25%)
(Information provided by David Merritt, onsite manager for C&W)
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.