Overall Rating Expired
Overall Score Expired
Liaison Jennifer Kearney
Submission Date Dec. 16, 2015
Executive Letter Download

STARS v2.0

Stevens Institute of Technology
PA-9: Employee Compensation

Status Score Responsible Party
Complete Expired Leslie Devine
Director, Faculty & Staff Benefits and Compliance
Human Resources
"---" indicates that no data was submitted for this field

Number of employees:
1255
+ Date Revised: Jan. 14, 2016

Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
982
+ Date Revised: Jan. 14, 2016

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:
41

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:

The following text was drawn from the SIT Statement on Compensation Philosophy:

Compensation packages must encourage recruitment and retention of outstanding faculty, staff and administrators. Stevens should be prepared to pay appropriately for outstanding individuals who add to the intellectual vibrancy of our campus and help to propel the University to higher levels of achievement.

The goal for Stevens is to have an average Total Cash Compensation of faculty [and staff] in the 50th to 60th percentile range of a peer group of comparable national universities as carefully selected by an independent compensation consulting firm. As an alternative, the average base salary of faculty [and staff] should be in the 50th to 60th percentile range of the peer group. It is expected that there may be significant variability in the compensation of individual faculty members based on one’s stature in the profession, excellence and productivity in teaching, research and service, as well as length of service to the University and profession. In recruiting new faculty members, every effort will be made to ensure the compensation packages are competitive relative to those at institutions we compete with.

The objectives stated ... above should be reviewed and, if necessary, revised at least once every three years. As the overall stature and productivity of Stevens improves, either (i) the peer group should be reviewed so that Stevens remains within the middle of the peer group in terms of its stature and ranking, or (ii) the expected average base salary and/or Total Cash Compensation should be increased to a level higher that the current suggested 50th to 60th percentile range of the peer group.

+ Date Revised: Jan. 14, 2016

Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
Yes
+ Date Revised: Jan. 14, 2016

Number of staff and faculty that receive sustainable compensation:
845
+ Date Revised: Jan. 14, 2016

Number of employees of contractors that receive sustainable compensation:
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A brief description of the standard(s) against which compensation was assessed:

Employee compensation was assessed against 120 percent of the national poverty guideline for a family of four.

+ Date Revised: Jan. 14, 2016

A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
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A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
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A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
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A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
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A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
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The local legal minimum hourly wage for regular employees:
8.38 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?:
No

Does the institution offer a socially responsible investment option for retirement plans?:
No

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