| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 77.55 |
| Liaison | Jack Byrne |
| Submission Date | June 9, 2017 |
| Executive Letter | Download |
Middlebury College
PA-9: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
2.92 / 3.00 |
Jack
Byrne Director of Sustainability Integration Environmental Affair |
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indicates that no data was submitted for this field
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Number of employees:
1,188
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Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
1,162
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Does the institution have employees of contractors working on-site as part of regular and ongoing campus operations?:
No
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Number of employees of contractors working on campus:
0
None
Number of employees of contractors covered by sustainable compensation standards, guidelines, or policies and/or collective bargaining agreements:
0
None
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 College uses the MIT Living Wage Calculator as a reference for assessing employee pay status with respect to a sustainable wage. In 2016 all but 15 employees were paid below the calculator's minimum livable wage of $11.51.
Philosophy
In order to fulfill its mission the College maintains a compensation program directed toward attracting, retaining and rewarding a highly qualified and diverse workforce. While it is the combination of financial rewards such as: base pay, generous benefits and time off programs, professional development support, etc. as well as the intangible benefits such as family/work life balance that make up total compensation, this policy describes only the staff base pay program.
Objectives
Our staff compensation program is designed to balance and address several key objectives, including:
Maintaining internal equity –– employees will be paid similarly for similar work.
Maintaining external competitiveness –– our overall structure will maintain a competitive market position as measured by comparing average salaries for benchmarked jobs against our defined labor markets.
Developing and maintaining compensation structures and strategies that respond to, and support, organizational priorities, changes, and needs.
Setting salaries for new employees at levels that recognize individuals’ skills and experience while considering the salary levels of current employees within the same and/or similar jobs or roles.
Reinforcing that all staff are valuable contributors to the mission of the organization.
Rewarding strong performers by emphasizing pay for performance through the annual merit increase process.
Being clear and understandable to all staff members.
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Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
Yes
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Number of staff and faculty that receive sustainable compensation:
1,147
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Number of employees of contractors that receive sustainable compensation:
0
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A brief description of the standard(s) against which compensation was assessed:
The MIT Living Wage Calculator provides livable wage references by county. We use the data for Addison County of Vermont as a baseline for comparison of wages paid to employees.
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A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
Base hourly pay rates range from $10.00 to $15.58 per hour up to a high of $61.64 per hour. Benefits include medical, dental, life insurance, short-term and long-term disability benefits, paid time off program, and retirement plan contributions. Discounts on ski and golf season passes, use of College facilities, and discounts on admission to arts and athletic events.
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A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
Base 2017 hourly pay rates range from $10.00 to 15.58 per hour up to a high of $61.64 per hour. Benefits include medical, dental, life insurance, short-term and long-term disability benefits, paid time off program, and retirement plan contributions. Discounts on ski and golf season passes, use of College facilities, and discounts on admission to arts and athletic events.
The MIT Livable Wage Calculator for 2017 for Addison County, Vermont is $11.68.
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A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
Base hourly pay rates start at $10.00 per hour up to a high of $12.00. Use of College facilities, and discounts on admission to arts and athletic events.
The MIT Livable Wage Calculator for 2017 for Addison County, Vermont is $11.68.
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A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
The standard per course rate is $7,250, which is for a non-benefits’ eligible position.
None
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
Base hourly pay rates start at $10.00 per hour and a high of $12.00 per hour. Campus privileges and availability of College facilities is based on their student status.
None
The local legal minimum hourly wage for regular employees:
10
US/Canadian $
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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?:
Yes
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Does the institution offer a socially responsible investment option for retirement plans?:
Yes
None
The website URL where information about the institution’s sustainable compensation policies and practices is available:
Data source(s) and notes about the submission:
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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.