| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 75.01 |
| Liaison | Jen Crothers |
| Submission Date | Aug. 4, 2015 |
| Executive Letter | Download |
University of British Columbia
PA-9: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.50 / 3.00 |
Michelle
Berner Director, Total Compensation Human Resources |
Number of employees:
Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
Does the institution have employees of contractors working on-site as part of regular and ongoing campus operations?:
Number of employees of contractors working on campus:
Number of employees of contractors covered by sustainable compensation standards, guidelines, or policies and/or collective bargaining agreements:
A brief description of the sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements covering staff, faculty and/or employees of contractors:
Employment Standards legislation is in place to accomplish this end (e.g., through the establishment of a minimum wage, etc). That said, UBC has the additional “check and balance” of a unionized setting, and terms and conditions of employment are negotiated through collective bargaining processes.
UBC conducts regular compensation reviews for all employment groups in conjunction with collective bargaining processes (every 3 – 4 years on average). In addition, ad hoc compensation reviews are also conducted, as required (e.g., when developing a new job evaluation system for CUPE 2950; when conducting a Trades Review for CUPE 116; when meeting the University’s obligation to conduct regular salary surveys for AAPS; when there are recruitment and retention issues and departments believe that salaries aren’t competitive).
Non-union employees are covered by Board of Governors policy #31 (“Total Compensation for Executive Officers, Management Officers, Service Unit Directors Excluded from AAPS, and Staff Members who are Excluded From or Not Represented by a Union or Association” http://universitycounsel.ubc.ca/files/2014/04/policy31.pdf), which states that staff members who are not represented by a union or association will be compensated at similar levels for comparable work of staff members represented by a union or association.
An additional 10% - 20% for benefits and pensions can be added if “total compensation”, and not just “base salary”, is considered.
Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
Number of staff and faculty that receive sustainable compensation:
Number of employees of contractors that receive sustainable compensation:
A brief description of the standard(s) against which compensation was assessed:
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
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 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?:
Does the institution offer a socially responsible investment option for retirement plans?:
The website URL where information about the institution’s sustainable compensation policies and practices is available:
Data source(s) and notes about the submission:
UBC Policy 31 articulates principles for establishing total compensation for executive officers, management officers, service unit directors excluded from AAPS, and staff members who are excluded from or not represented by a union or association: http://universitycounsel.ubc.ca/files/2014/04/policy31.pdf.
Headcount data is derived from the Office of Planning and Institutional Research (PAIR).
UBC Policy 31 articulates principles for establishing total compensation for executive officers, management officers, service unit directors excluded from AAPS, and staff members who are excluded from or not represented by a union or association: http://universitycounsel.ubc.ca/files/2014/04/policy31.pdf.
Headcount data is derived from the Office of Planning and Institutional Research (PAIR).
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.