| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 54.34 |
| Liaison | Samuel Crowl |
| Submission Date | March 11, 2015 |
| Executive Letter | Download |
Ohio University
PA-9: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Jan
Myers Director of Compensation University Human Resources |
Number of employees:
Date Revised: April 14, 2015
Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
Date Revised: April 14, 2015
Does the institution have employees of contractors working on-site as part of regular and ongoing campus operations?:
Number of employees of contractors working on campus:
Number of employees of contractors covered by sustainable compensation standards, guidelines, or policies and/or collective bargaining agreements:
A brief description of the sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements covering staff, faculty and/or employees of contractors:
Ohio University’s Compensation Strategy goals are to:
• Create market-based pay range structures and guidelines to ensure that pay is competitive in the market.
• Ensure that the compensation plans are fair and equitable in their design and implementation.
• Provide career track direction for employees in their pay structure.
• Ohio University has established a market position of the 50th percentile, which well exceeds a living wage.
The AFSCME and FOP Collective Bargaining Agreements set wages for bargaining unit employees. These wages exceed a living wage. The Union agrees that the principle of productivity is essential for the continuation of employment, fair wages and benefits,
and good working conditions for Bargaining Unit Employees.
Ohio University complies with the Ohio Revised Code Chapter 4115 Wages and Hours on Public Works for all contractors. Every public authority authorized to contract for or construct with its own forces a public improvement, before advertising for bids or undertaking such construction with its own forces, shall have the director of commerce determine the prevailing rates of wages of mechanics and laborers in accordance with section 4115.05 of the Revised Code for the class of work called for by the public improvement, in the locality where the work is to be performed. Except as provided in division (A)(2) of this section, that schedule of wages shall be attached to and made part of the specifications for the work, and shall be printed on the bidding blanks where the work is done by contract. A copy of the bidding blank shall be filed with the director before the contract is awarded. A minimum rate of wages for common laborers, on work coming under the jurisdiction of the department of transportation, shall be fixed in each county of the state by the department of transportation, in accordance with section 4115.05 of the Revised Code.
Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
Number of staff and faculty that receive sustainable compensation:
Date Revised: April 14, 2015
Number of employees of contractors that receive sustainable compensation:
A brief description of the standard(s) against which compensation was assessed:
Ohio University provides a “living wage” for all employees, as demonstrated by our compliance with Chapter 4115 of the Ohio Revised Code and collective bargaining agreements, and in accordance with our university compensation policies (http://www.ohio.edu/hr/compensation/index.cfm)
Date Revised: April 14, 2015
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
Ohio University’s staff compensation plans for Administrative/Professional, Classified Civil Service, and all other non-faculty employees are designed to attract, retain, and motivate a highly talented and committed workforce in support of the University’s mission and goals. To meet these needs, the compensation plans have the following objectives:
• Establish and maintain competitive compensation structure based on comparisons to appropriate external labor markets while also considering internal job worth
• Articulate the relationship between institutional strategy and employee performance, recognition, and rewards
• Ensure that the compensation plans are administered strategically, consistently, effectively, efficiently, fairly and equitably
• Deliver transparent and practical communication of compensation components to all employees
• Ensure policies and practices are legally compliant with all relevant federal and state statues, and designed to ensure sound stewardship over available compensation funding
• Establish the principles and process for regular review of market position and effectiveness of policies
Comparison Markets and Pay Positioning
• The compensation program will be benchmarked against the markets within which Ohio University competes for talent. The appropriate markets will be tailored to the nature of the role and the job family and will include:
– Public doctoral granting universities
– National, Midwest, and Ohio not-for-profits and for-profit employers
• Salary ranges will be positioned against these markets and provide necessary flexibility to enable the University to attract and retain highly qualified staff at all levels of experience
• The Universities pay position is established around the 50th percentile of the market.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
Same as above
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
Same as above
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
All student employees are compensated at or above the Ohio minimum wage of $8.10 per hour.
The local legal minimum hourly wage for regular employees:
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?:
Does the institution offer a socially responsible investment option for retirement plans?:
The website URL where information about the institution’s sustainable compensation policies and practices is available:
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.