Overall Rating Gold - expired
Overall Score 74.78
Liaison Daryl Pierson
Submission Date March 5, 2021

STARS v2.2

Portland State University
PA-12: Employee Compensation

Status Score Responsible Party
Complete 1.17 / 3.00 Amanda Wolf
Program + Assessment Coordinator
Campus 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):
19.20 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:
Dinning Services Janitorial Property Management Note - this number shows a significant increase this year due to better counting of contractors covered by a CBA.

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?:
100 percent

A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade:
in-kind benefits include: health benefits, employer-paid retirement contributions, FICA taxes, the Portland city transit tax, disability, unemployment, and workers comp.

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:
PSU Compensation Philosophy: MISSION STATEMENT (ROLE OF PAY)  Portland State University views compensation as a core element of a highly competitive overall employee package that also includes generous health and retirement benefits, tuition benefits, and a supportive work environment. To this end, the University will: o Provide salary opportunities that are based on job responsibilities, experience, expertise, and performance. Strive to be competitive within the markets in which the University competes for talent, and promote internal equity, with consideration for the financial resources of the University o Ensure understanding of the total compensation program through open, clear, and accessible communication on key components and opportunities of the program o Permit the appropriate level of flexibility to accommodate all PSU staff segments and their requirements.  The compensation structure will reflect the University’s Strategic Initiatives, cost to students including access and affordability, culture of the institution, reflect our commitment to positive relationships with our employees and employee unions, and support PSU’s ability to recruit and retain professional talent in a competitive market as fiscally feasible COMMITMENT AND MAINTENANCE  Total compensation is defined as the sum of all cash and benefits provided to PSU employees. PSU will strive to be market competitive in overall total compensation.  The compensation program may also provide flexibility to adjust market positioning of strategic roles to meet key institutional needs and/or market pressures.  A commitment to maintaining the total compensation program, through: o Clear and consistent titling practices. Regular updating of position descriptions o Periodic review of job structure, families, and levels (2-4 years) o The identification of key benchmark jobs used to monitor the market o Periodic review of the salary structure with adjustments made as necessary and as financially feasible to maintain market competitiveness HR / Sibson AP Advisory Committee Un/Un Advisory Committee University Compensation Philosophy o Periodic reviews of incumbent salaries relative to one another to ensure internal equity o Ongoing communication with appropriate bargaining units and staff ROLES AND RESPONSIBILITIES SENIOR ADMINISTRATION MANAGERS / SUPERVISORS HUMAN RESOURCES  Communicate campus wide  Endorse program design  Set strategic compensation goals  Set performance standards  Endorse salary structures  Provide resources to maintain program  Collaborate with HR  Work within established compensation guidelines  Update job descriptions  Understand needed skills, knowledge, experience, etc.  Set performance expectations  Conduct annual evaluations  Communicate openly with staff  Subject matter experts  Design, develop, and maintain compensation program  Provide strategic and operational advice to leadership  Provide tools and resources to managers  Maintain market data  Monitor effectiveness of program  Communicate salary program

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

Data source(s) and notes about the submission:
Data from Justin Moore, HR Analyst Living wage of $19.20 was accurate at time of data retrieval in January 2021.

Data from Justin Moore, HR Analyst

Living wage of $19.20 was accurate at time of data retrieval in January 2021.

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.