|Submission Date||Dec. 20, 2019|
Oregon State University
PA-11: Employee Compensation
|2.22 / 3.00||
Classification and Compensation Manager
Office of Human Resources
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 :
The lowest paid regular, part-time employees who work at least 80 hours per month receive approximately $24.57 per hour in wages and pro-rated employer-paid insurance benefits. This does not include additional benefits such as pro-rated sick, vacation, or personal leave.
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:
1. Compensation Philosophy:
A clearly articulated summary that defines OSU’s strategy and guiding principles for how pay will be determined, managed, and communicated
The Philosophy includes a vision for the Program that describes our goals:
-OSU will be able to recruit and retain a diverse, high-quality workforce to fulfill the mission of the University.
-There will be a Job Family framework, reflecting the variety of positions and responsibilities among Professional Faculty that more clearly recognizes job value and defines career progression.
-The Program will provide competitive salary practices, through comparison to appropriate talent markets, that are fair, equitable and financially sustainable.
-OSU’s work environment will be improved through this Program by providing opportunities for all Professional Faculty to achieve career and work life goals.
-Over time, the Program will facilitate recognition and reward of productivity, work effectiveness, and contribution to the University’s goals, thereby encouraging life-long learning and development.
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:
Local living wage data reflect September 2019 numbers.
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 and complete the Data Inquiry Form.