Overall Rating Gold - expired
Overall Score 67.98
Liaison Tom Goldsmith
Submission Date March 14, 2016
Executive Letter Download

STARS v2.0

St. John's University, New York
PA-9: Employee Compensation

Status Score Responsible Party
Complete 3.00 / 3.00 Joanna Shields
STARS Research Analyst
Facilities
"---" indicates that no data was submitted for this field

Number of employees:
1,981

Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
1,981

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:
200

Number of employees of contractors covered by sustainable compensation standards, guidelines, or policies and/or collective bargaining agreements:
200

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

The Human Resources Policy Manual States:

"St. John’s University is committed to attracting, motivating and retaining qualified employees through its compensation programs. These programs are designed to evaluate appropriate compensation levels for jobs, encourage growth, and reward those individuals who support and fulfill the University’s Mission. To ensure our commitment to our employees, we continue to design and support competitive pay, performance-based increases, recognition programs and career development. The University complies with all applicable federal and state laws governing the compensation of employees, and administers its compensation programs and pay decisions in accordance with such."

Source: http://www.stjohns.edu/about/administrative-offices/human-resources/hr-policy-manual/policy-301-compensation-policy


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

Number of staff and faculty that receive sustainable compensation:
1,981

Number of employees of contractors that receive sustainable compensation:
200

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

The Human Resources Policy Manual States:

"Job evaluation determines the grade level for a particular position. In addition to job evaluation, an employee’s pay is influenced by external labor markets, comparisons with other internal positions, employee performance, and the availability of the University’s financial resources. Starting salaries for new employees and employees receiving a promotion are determined by the hiring manager, using the hiring salary range as a guideline, analyzing the candidate’s qualifications, related job experience and salary history. Starting salaries are influenced by comparisons with other internal positions and the desire to offer externally competitive salaries contingent upon available funding. Any salary offers being considered which are not within the hiring salary range must be reviewed and approved by the Compensation Unit in the Office of Human Resources. In addition, the Compensation Unit must review all promotions to ensure promotional salary is within the approved salary range. (For the University’s policy on Employee Promotions and required approvals, refer to policy #123, located in the Employment section.)"

Compensation standards can be found via the link :http://www.stjohns.edu/about/administrative-offices/human-resources/hr-policy-manual/policy-301-compensation-policy


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

The Human Resouce Policy Manual States:

"The current rate payable to administrators/staff who teach is 1/36 of the base salary per course credit with a cap of $1,500 per credit and $4,500 per course. Effective with the Fall 2012 semester, administrators/staff who teach the “Discover New York” course during their normal working hours as defined by Item #2 above will receive a stipend of $2,250; those who teach “Discover New York” before or after their normal working hours shall be compensated at the rate of 1/12 of their base salary to a maximum of $4,500. Administrators and staff who teach “Discover New York” for the first time will receive an additional $1,000 development stipend. Part-time staff and administrators who teach are paid at the appropriate Adjunct rate.
Administrators/staff shall not be given approval to teach more than one course, but if, in the rarest of circumstances, a second course is taught there will be no remuneration for the teaching assignment."

Further compensation standards for both full and part time employees can be found via the link :http://www.stjohns.edu/about/administrative-offices/human-resources/hr-policy-manual/policy-301-compensation-policy and http://www.stjohns.edu/about/administrative-offices/human-resources/employee-benefits


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

Compensation standards for both full and part time employees can be found via the link :http://www.stjohns.edu/about/administrative-offices/human-resources/hr-policy-manual/policy-301-compensation-policy and http://www.stjohns.edu/about/administrative-offices/human-resources/employee-benefits


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

Human Resource Policy Manual States:

"Temporary employees should be paid at a rate consistent with the pay for regular employees who perform similar work. Temporary employees are not eligible for any University-sponsored employee benefits, and receive only such benefits as are provided for by law. Due to the temporary nature of work assignments and fluctuating needs of a department, temporary employees are subject to termination at any time."

Source: http://www.stjohns.edu/about/administrative-offices/human-resources/hr-policy-manual/policy-112-temporary-employment


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

Human Resource Policy Manual States:

"Temporary employees should be paid at a rate consistent with the pay for regular employees who perform similar work. Temporary employees are not eligible for any University-sponsored employee benefits, and receive only such benefits as are provided for by law. Due to the temporary nature of work assignments and fluctuating needs of a department, temporary employees are subject to termination at any time."

Source: http://www.stjohns.edu/about/administrative-offices/human-resources/hr-policy-manual/policy-112-temporary-employment


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

Human Resource Policy Manual States:

"Regular student employees are paid with funds that come directly from the employing department’s budget. College Work-Study students are federally funded and receive a specific Work-Study allocation to indicate the total wages they are allowed toearn during the academic year. This individual yearly allocation cannot be exceeded. The duration of a Work-Study student’s employment varies based on the student’s needdetermined work-study allocation or the end of the academic year, which ever comes first. The supervisor of a college Work-Study student, and the student him/herself, should monitor the balance in the grant agreement regularly to ensure uninterrupted employment to the department. In addition, the Office of Student Financial Services forwards monthly reports to the budget managers so that the department can monitor the monies associated with the grant agreement. The student’s employment will cease once federal Work-Study monies are depleted, unless the department has funds in the budget to pay for the student’s continued employment."

Source: http://www.stjohns.edu/about/administrative-offices/human-resources/hr-policy-manual/policy-111-student-employment


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?:
No

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:

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.