Overall Rating Gold - expired
Overall Score 68.61
Liaison Alan Brew
Submission Date Feb. 26, 2018
Executive Letter Download

STARS v2.1

Northland College
PA-11: Employee Compensation

Status Score Responsible Party
Complete 0.87 / 3.00
"---" indicates that no data was submitted for this field

The local living wage (based on a family of four and expressed as an hourly wage):
15.31 US/Canadian $

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?:
100 percent

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 :

In addition to payment of wages, minimum total compensation for regular employees working more than 20 hours per week includes FICA, FUTA, SUTA, life insurance at one time the annual rate of pay, as well as ability to participate in health, dental, and vision insurance plans, retirement plan, and a flexible spending account. Employees are also afforded the opportunity for tuition remission, tuition exchange, and free access to all campus activities and receive a reduced rate for meals provided through the campus food service.

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:

It is the goal of Northland College to pay at a competitive level in the job market. For non-exempt positions, this is the local market as reflected by Ashland and surrounding counties. For most exempt positions, this is either a regional or national market.

Pay ranges are updated regularly using cost of living figures, market considerations, and the College’s ability to pay.

While the job evaluation level is the usual structure in which pay is established, market considerations may supersede the evaluation system. An individual’s position may be moved up or down in the evaluation system as required by market considerations.

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.