Overall Rating Expired
Overall Score Expired
Liaison Kristina Bryan
Submission Date Feb. 26, 2015
Executive Letter Download

STARS v2.0

Saint Louis University
PA-9: Employee Compensation

Status Score Responsible Party
Complete Expired Kristy Runge
HRIS Manager
Human Resources Information Systems
"---" indicates that no data was submitted for this field

Number of employees:
6209

Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
6209

Does the institution have employees of contractors working on-site as part of regular and ongoing campus operations?:
Yes

Number of employees of contractors working on campus:
1

Number of employees of contractors covered by sustainable compensation standards, guidelines, or policies and/or collective bargaining agreements:
0

A brief description of the sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements covering staff, faculty and/or employees of contractors:

Saint Louis University is committed to a compensation administration philosophy which, consistent with its mission as a Catholic Jesuit institution, will provide fairness, internal equity and competitive pay rates for the purposes of attracting, retaining, and motivating employees.

Annually, University administration will review recommendations, taking into consideration competitiveness of the current labor market, availability of labor (especially in critical-skill occupations), turnover data, and "replacement cost" data, and set the institutional pay policy for the coming fiscal year. The pay policy will reflect the market position at which the University wishes to recruit and pay employees based upon organizational objectives and philosophy.

This philosophy is carried out through compensation policies which have been approved by the President's Coordinating Council (PCC). All Saint Louis University compensation decisions are approved by the shared governance of the PCC which includes the president, vice presidents, and a representative from the following governing bodies of the Faculty Senate, Student Government Association, Staff Advisory Committee, and Council of Academic Deans and Directors.

To accomplish these goals, the compensation plan:
*Should be structured to help attract and retain the numbers and kinds of employees required to operate the University.
*Must be reasonably competitive with pay levels and practices that prevail in the various labor markets in which the institution competes.
*Should help to maintain the University in a reasonably competitive position in its product market. The resulting level of compensation must not place the University in a non-competitive cost situation in which the overall compensation results in tuition, fees, and other charges being too high.
*Should be designed in such a way that the associated administrative time costs will be reasonable and in proportion to the other priorities and time demands on the University's financial resources and available management time.
*Must gain employee acceptance. This does not necessarily mean that employees must "approve" pay actions, or that compensation policies and practices are somehow subject to popular vote. It does mean that employees must understand the policies and practices and accept both their concepts and specific actions as being reasonable and impartially administered.
*Must play a positive role in motivating employees to perform their duties to the best of their abilities and in a manner which supports the achievement of institutional goals.
*Must gain acceptance by the institution's "public," which includes, but is not limited to, the Board of Trustees, the government and, to some extent, the general public.
*Must provide opportunity for employees at every level to achieve their reasonable aspirations in a framework of equity, impartiality, and reasonableness.

The Saint Louis University compensation structure is market driven and recently underwent a University salary structure redesign with assistance from an outside consultant, pricing all of our salary grades to market driven rates.

The minimum hourly rate for employees is $10.01 per hour. Employees making less than $33,000 annually receive a subsidy for medical insurance.

+ Date Revised: March 13, 2015

Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
Yes

Number of staff and faculty that receive sustainable compensation:
6209

Number of employees of contractors that receive sustainable compensation:
---

A brief description of the standard(s) against which compensation was assessed:

The University uses national, regional and city market comparisons for compensation. This includes survey data from purchased third party administrators that include all national industries with specific data on higher education, healthcare, and information technology.


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:

The lowest hourly paid staff employee is $10.01/per hour. Employees making less than $33,000 are eligible for University subsidized medical coverage


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:

The lowest hourly paid temporary staff position is paid $10.01/per hour


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:

The lowest hourly paid temporary staff position is paid $10.01/per hour.


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:

not available at this time


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):

The lowest paid student worker is paid minimum wage, $7.50/hour.


The local legal minimum hourly wage for regular employees:
7.50 US/Canadian $

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?:
Yes

Does the institution offer a socially responsible investment option for retirement plans?:
Yes

The website URL where information about the institution’s sustainable compensation policies and practices is available:

Number of employees of contractors working on campus is marked as 1 because this value is unknown. We don't have an accurate count at this time because we don't store contractor information in our HRIS/Payroll system. Approximately 1000 Guest Accounts provided by ITS for contractors

The University does not have an on-site child care facility; however, the University offers employees discounts to preferred child care providers in the St. Louis area.

Employees are eligible to begin contribution to the University 403b plan immediately, however, after 1 year of service the University matches employee contribution with a 2:1 ratio up to 10%. If an employee contributes 5%, the University will contribute 10%.

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.