| Overall Rating | Reporter - expired |
|---|---|
| Overall Score | |
| Liaison | Elizabeth Drake |
| Submission Date | June 29, 2012 |
| Executive Letter | Download |
Swarthmore College
PAE-11: Sustainable Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
Reporter |
E. Carr
Everbach Professor of Engineering Engineering |
Total number of employees working on campus (including contractors):
Number of employees (including contractors) that the institution ensures earn sustainable compensation:
A brief description of how the institution ensures that its lowest-paid workers (including contractors, if applicable) receive sustainable compensation:
Swarthmore College adopted in 2006 a policy of ensuring an "enhanced minimum" wage for all employees. This policy does not apply, however, to the 15 contractors, including the lawn service employees. See the Living Wage report in the College website. There is a periodic formal review of the wage structure relative to the surrounding economy; the next review is scheduled for the fall of 2012.
Swarthmore College has adopted several compensation policies in an effort to be a socially responsible employer within the community.
http://www.swarthmore.edu/Admin/reports/LWReport7.Feb04.pdf
Swarthmore College considers a broad range of factors to ensure that staff compensation is fair and competitive:
• The College annually reviews the Administrative Grade Structure to ensure that the pay at each grade remains competitive. The review is performed by conducting a market analysis of a sample of our positions utilizing regional, national and specialized surveys. The goal is to assess and maintain an equitable and competitive compensation program that supports the mission and values of the College. During the 2011-2012 fiscal year, the enhanced minimum wage at the College was $11.61 per hour. As a result of the most recent review of data, the enhanced minimum wage was increased to $11.67 per hour for the 2012-2013 fiscal year. All College employees receive at least the minimum pay for their respective grade, which significantly exceeds the minimum wage in Pennsylvania of $7.25 per hour.
• In addition, the College annually collects compensation data specific to educational institutions and the broader general industry from several sources. This data also helps to inform and support the compensation program.
• An annual review is conducted, of all employees who have worked for a minimum of five years within the same grade. This practice is to ensure that the employee’s salary meets or exceeds the “market target minimum” of that grade during the 5-year period. The market target minimum is the mid-range of the grade and falls between the grade minimum and maximum. Please see the link below for further detail on the Administrative Grade Structure:
http://www.swarthmore.edu/human-resources/compensation/position-classifications.xml
• As positions become vacant, a market analysis is typically performed to ensure that starting pay is competitive and equitable.
In addition to base compensation, the College also provides generous benefits, including medical, dental, disability and life insurance.
Health Maintenance Organization (HMO) at no cost to an employee and his or her child.
Additional Sources:
http://www.swarthmore.edu/human-resources/compensation/total-compensation-overview.xml http://www.swarthmore.edu/human-resources/compensation/pay-increases.xml http://www.swarthmore.edu/human-resources/compensation/faqs.xml
The most recent year total compensation for the institution’s lowest-paid workers (including contractors, if applicable) was evaluated to ensure that it was sustainable:
The website URL where information about the institution’s compensation policies and practices is available:
Data source(s) and notes about the submission:
Employee number for 2011 provided by CF
Employee number for 2011 provided by CF
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.