| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 68.72 |
| Liaison | Greg Maginn |
| Submission Date | Jan. 18, 2019 |
| Executive Letter | Download |
The Ohio State University
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.54 / 3.00 |
Micaela
Savage Sr. Compensation Analyst Office of Human Resources |
The local living wage (based on a family of four and expressed as an hourly wage):
Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):
Does the institution have employees of contractors that work on-site as part of regular and ongoing campus operations?:
Percentage of employees of contractors that work on-site as part of regular and ongoing campus operations that the institution has verified as receiving a living wage (benefits excluded) (0-100; enter ‘0’ if unknown):
The total compensation provided to the institution’s lowest paid regular (i.e., permanent) employee or pay grade meets or exceeds what percentage of the living wage?:
A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade, including any in-kind benefits included as part of the total compensation figure :
The Ohio State University establishes compensation rates primarily by relevant competitive labor markets, the impact of the position or team on the mission of the unit, and available funding. The university ensures compliance with the guidelines set forth by the Fair Labor Standards Act, which establishes minimum wage, overtime pay, and recordkeeping laws. Also, the university pays at or above the Ohio minimum wage of $8.15/hour, which exceeds the Federal minimum wage of $7.25/hour (as of 9/30/2017).
- Complying with Chapter 4115 of the Ohio Revised Code, Wages and Hours on Public Works.
- Negotiating collective bargaining agreements with employee representatives.
- Maintaining a compensation philosophy that focuses on competitive total rewards.
The Ohio State University establishes a minimum stipend for Graduate Associates. The current minimum stipend is $15,750 for a nine-month 50% GA appointment or $1,750 per month. In addition, Graduate Assistants are eligible for student health insurance, retirement options, and workers’ compensation.
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:
The Ohio State University believes that competitive total rewards are a key element in recruiting, retaining and rewarding the staff needed to fulfill the university’s mission. Our goal is to include competitive salaries as a component of a competitive total rewards framework by using systems and programs that are clearly communicated to staff and easily administered by managers. Total rewards will be administered equitably and consistently across the university. In order to fulfill its mission, The Ohio State University must attract, motivate and retain an outstanding staff.
The following key objectives supports this mission:
- To establish total reward levels for positions on the basis of their relative internal worth and external competitiveness within relevant labor markets;
- To establish and advance a performance-driven culture where senior administration (to include the President, Deans and Provosts) are rewarded on the basis of their individual effectiveness and furtherance of university goals;
- To establish a policy that balances total rewards market levels with the internal business conditions of the university;
- To comply with federal and state laws and regulations to manage risk
- To ensure the university is managing total rewards within existing budgetary constraints
Has the institution made a formal commitment to provide a living wage to its student employees and/or graduate teaching/research assistants (e.g. by adopting a student bill-of-rights)?:
A brief description of the institution’s commitment to a student living wage:
Hourly rates for student employees must be between $8.15 (hourly minimum) and $13.00 (hourly maximum). A student’s rate of pay should not be based on the number of hours worked or the funding availability. The rate of pay for a student position should be determined by reviewing the following factors:
- Prior related work experience
- History of work experience in the department
- Range and complexity of duties
- Knowledge and skill requirements
- Courses completed toward related degree
- Equity, including the salary relationships with other student employees in the unit
Salary increases for students should not be based solely on the length of time in the position. Increases should be based on merit, measuring performance along with internal equity. Exceptions to pay higher than the maximum should be rare and must be approved by the Office of Human Resources (OHR). Exceptions must be made in writing and should include written justification, a brief job description and/or any other relevant supporting documentation. Exceptions must be approved prior to extending an offer to the student employee.
Furthermore, the Office of Student Life (Dining Services) offers student positions, with flexible schedules and complimentary meals each shift, starting at the competitive wage of $9.00/hour. In addition, these positions boast opportunities for leadership development, while providing an outlet for campus/community engagement.
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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.