Overall Rating Gold
Overall Score 74.49
Liaison Brandon Trelstad
Submission Date Dec. 8, 2021

STARS v2.2

Oregon State University
PA-12: Employee Compensation

Status Score Responsible Party
Complete 1.57 / 3.00 Leticia Cavazos
Sustainability Program Specialist
Sustainability Office
"---" 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):
US/Canadian $

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:

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?:
125 percent

A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade:
The lowest paid regular, part-time employees who work at least 80 hours per month receive approximately $27.33 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.

Website URL where information about employee compensation is available:
Additional documentation to support the submission:

Data source(s) and notes about the submission:
Local living wage data reflect September 2021 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 or simply email your inquiry to stars@aashe.org.