Northland College
PA-12: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.25 / 3.00 |
The local living wage (based on a family of four and expressed as an hourly wage):
Percentage of employees that receive a living wage (benefits excluded):
Does the institution have significant contractors with employees that work on-site as part of regular and ongoing campus operations?:
A list or brief description of significant on-site contractors:
Dining, campus safety and facilities operations are outsourced to on-site contracting services.
Percentage of employees of on-site contractors known to receive a living wage or be covered by collective bargaining agreements (i.e., union contracts):
Total compensation provided to the institution’s lowest paid regular, part-time or full-time 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:
The lowest rate of pay for staff or faculty employees is $16 per hour in additional to any applicable benefits.
In addition to payment of wages, minimum total compensation for regular employees working more than 18.75 hours per week includes FICA, 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 (requires 1,000 annual hours worked), and a flexible spending account. Employees are also afforded the opportunity for tuition waiver, 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.
Website URL where information about employee compensation 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.