| Overall Rating | Gold |
|---|---|
| Overall Score | 68.18 |
| Liaison | Marianne Martin |
| Submission Date | Dec. 3, 2024 |
University of Colorado Boulder
PA-13: Pay Equity and Living Wage
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 4.00 |
Kelly
Reel Assistant Director Position Mgmt. and Compensation |
13.1 Internal pay equity assessment
Description of the methodologies used to assess internal pay equity:
https://www.colorado.edu/hr/colorados-equal-pay-equal-work-act/staff-equity-review-2021-22-equity-increases and https://www.colorado.edu/hr/colorados-equal-pay-equal-work-act/faculty-equity-review-2021-22-equity-increases
The most recent equity review used a statistical model to determine predicted salaries using a variety of variables including highest degree, years in rank, discipline, and others. A detailed explanation of the methodology is available. Following the review, Deans and other college/school leaders reviewed the analysis and provided additional qualitative insights. On this publicly available institution page, an overview of the results and findings are available. The results are formatted in an FAQ style. Based on the analysis, 479 faculty members were identified for an equity increase. The average increase amount was $6,612. Two hundred and fifty staff employees were identified for an equity increase with an average increase of $4,086. Individual salary analysis is available to employees in coordination with their supervisor, unit HR team, and campus HR.
Are the pay equity assessment(s) inclusive of both academic and non-academic staff?:
Do the pay equity assessment(s) explicitly address pay equity by gender identity?:
Do the pay equity assessment(s) explicitly address internal pay equity by racial, ethnic, and/or Indigenous identity?:
Does the institution publish the results of its internal pay equity assessments?:
Published results of the institution’s most recently finalized internal pay equity assessment:
Online resource where the results of the institution’s internal pay equity assessments are available:
The Reporting Tool will automatically calculate the following figure:
13.2 Percentage of employees that receive a living wage
Narrative and/or website URL detailing the institution’s living wage accreditation:
Provide wage figures in the institution’s local currency and expressed as hourly rates.
Performance year for living wage:
Living wage:
Standard or methodology used to determine the living wage:
Wage floor for regular/permanent employees:
Wage floor for short-term/casual academic staff:
Wage floor for short-term/casual non-academic staff:
Percentage of employees that receive remuneration equivalent to at least a living wage:
Narrative outlining the forms of remuneration included in the living wage calculations:
Remuneration may include wages, salaries, and extra-wage components. This includes expected and regular cash bonuses, employer contributions to health insurance, retirement plans, and other savings vehicles, and allowances for childcare, commuting, and meals. It excludes work expenses, life insurance, paid leave, disability benefits, student loan and tuition assistance, and allowances for services such as gym membership and legal assistance.
Has the institution made a formal commitment to pay a living wage?:
Narrative and/or website URL detailing the institution’s formal commitment to pay a living wage:
The Reporting Tool will automatically calculate the following figure:
13.3 Percentage of significant contractors that pay a collectively determined or living wage
Documentation affirming that the institution has no significant contractors:
Total number of significant contractors:
Number of significant contractors known to pay a collectively determined or living wage:
Description of the methodology used to determine which significant contractors pay a collectively determined or living wage:
The Reporting Tool will automatically calculate the following two figures:
Points earned for indicator PA 13.3:
Optional documentation
The most recent equity review used a statistical model to determine predicted salaries using a variety of variables including highest degree, years in rank, discipline, and others. A detailed explanation of the methodology is available. Following the review, Deans and other college/school leaders reviewed the analysis and provided additional qualitative insights. On this publicly available institution page, an overview of the results and findings are available. The results are formatted in an FAQ style. Based on the analysis, 479 faculty members were identified for an equity increase. The average increase amount was $6,612. Two hundred and fifty staff employees were identified for an equity increase with an average increase of $4,086. Individual salary analysis is available to employees in coordination with their supervisor, unit HR team, and campus HR. For staff employees, a pay equity review/audit will happen again in 2025.
Additional documentation for this credit:
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.