| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 65.89 |
| Liaison | Julie Newman |
| Submission Date | Oct. 23, 2018 |
| Executive Letter | Download |
Massachusetts Institute of Technology
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.78 / 3.00 |
MIT
Office of Sustainability Director Office of Sustainability |
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 :
MIT's lowest published employee pay grade (Grade 2, Support Staff) earns total compensation of $20.50/hr. This figure includes a base hourly wage of $15.39/hr plus benefits.
The Living Wage in 2017 for 2 adult and 2 children is $17.27. Thus 100 percent of MIT's regular employees earn the Living Wage for 2 adult 2 children.
Note: At the time of the analysis, the Living Wage Calculator-derived value was $17.27. This value naturally changes over time.
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:
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:
While there is no prescribed "living wage" for students, MIT has committed to pay all of its student employees above the Massachusetts minimum wage, $11/hr. Minimum student wage for MIT is $11.50. In Massachusetts, students can be exempted from the full minimum wage and earn $8.80/hr.
MIT Salary Policies - Minimum wage
Effective January 1, 2017, the Massachusetts minimum wage is $11 per hour. Starting the Fall 2017, the MIT minimum wage will be $11.50 per hour.
https://sfs.mit.edu/jobs/post-job
From the MIT Student Financial Services:
"If you work on-campus you can expect to earn at least the MIT minimum student wage of $11.50/hr (as of the 17–18 academic year). The average MIT student works about 10 hours/week earning around $1,700 per term.
http://sfs.mit.edu/content/student-employment
https://www.mass.gov/files/documents/2017/08/31/mw-bona-fide-employee-app.pdf
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:
Living Wage Calculator data was determined at time of analysis for FY2017. Values for living wages change over time and the living wage at the time of analysis and performance year should be considered.
MIT Human Resources Office. http://hr.mit.edu/staff/Compensation
Pay Guidelines
MIT strives to attract and retain highly qualified staff by offering competitive pay and exceptional benefits.
The Institute's pay decision guidelines emphasize continued development and expansion of skills, knowledge, performance, and the ability to be flexible. Our goals are three-fold:
to compete for qualified staff in an evolving environment
to pay employees equitably and fairly
to be fiscally responsible
MIT expects that employees will strive for excellence in their job performance and take accountability and ownership for their careers. It is essential that employees, either in doing their current jobs or in preparing to take on new and different responsibilities, continue to develop and expand their skills to keep pace with change and ready themselves for opportunities as they become available. It is also essential that managers and administrators provide employees with opportunities to grow and learn.
Internal and External Factors in Pay Decisions
Pay decisions are based on both internal and external factors. MIT considers the external market those organizations with whom it competes for employees, such as other academic institutions and general industry employers.
Internal factors — pay equity with others in comparable jobs; an individual’s skills, knowledge, performance, and job-related experience.
External factors — relevant labor market trends and their impact on employee pay.
Obtaining Job Market Data
Compensation, along with department managers and administrative officers, monitors the job market closely.
Compensation participates in annual salary surveys and, whenever possible, obtains salary information on "industry standard" positions, typically referred to as benchmark jobs.
These are jobs that are typical in higher education and other industries and are easily matched and compared to jobs at MIT.
Results of salary surveys provide the range of pay found in the market for jobs similar to MIT's.
Living Wage Calculator data was determined at time of analysis for FY2017. Values for living wages change over time and the living wage at the time of analysis and performance year should be considered.
MIT Human Resources Office. http://hr.mit.edu/staff/Compensation
Pay Guidelines
MIT strives to attract and retain highly qualified staff by offering competitive pay and exceptional benefits.
The Institute's pay decision guidelines emphasize continued development and expansion of skills, knowledge, performance, and the ability to be flexible. Our goals are three-fold:
to compete for qualified staff in an evolving environment
to pay employees equitably and fairly
to be fiscally responsible
MIT expects that employees will strive for excellence in their job performance and take accountability and ownership for their careers. It is essential that employees, either in doing their current jobs or in preparing to take on new and different responsibilities, continue to develop and expand their skills to keep pace with change and ready themselves for opportunities as they become available. It is also essential that managers and administrators provide employees with opportunities to grow and learn.
Internal and External Factors in Pay Decisions
Pay decisions are based on both internal and external factors. MIT considers the external market those organizations with whom it competes for employees, such as other academic institutions and general industry employers.
Internal factors — pay equity with others in comparable jobs; an individual’s skills, knowledge, performance, and job-related experience.
External factors — relevant labor market trends and their impact on employee pay.
Obtaining Job Market Data
Compensation, along with department managers and administrative officers, monitors the job market closely.
Compensation participates in annual salary surveys and, whenever possible, obtains salary information on "industry standard" positions, typically referred to as benchmark jobs.
These are jobs that are typical in higher education and other industries and are easily matched and compared to jobs at MIT.
Results of salary surveys provide the range of pay found in the market for jobs similar to MIT's.
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.