Overall Rating Gold - expired
Overall Score 67.54
Liaison Elizabeth MacKenzie
Submission Date Aug. 8, 2013
Executive Letter Download

STARS v1.2

University of Iowa
PAE-11: Sustainable Compensation

Status Score Responsible Party
Complete 8.00 / 8.00 Robert Millsap
Director of UI Compensation and Classification
Human Resources
"---" indicates that no data was submitted for this field

Total number of employees working on campus (including contractors):
10,642

Number of employees (including contractors) that the institution ensures earn sustainable compensation:
10,642

A brief description of how the institution ensures that its lowest-paid workers (including contractors, if applicable) receive sustainable compensation:

Salary rates for University of Iowa (UI) employees are determined through a variety of processes, all of which place UI salary rates above the living wage in Johnson County Iowa. Currently the living wage for one adult in Johnson County is $8.57/hour. http://livingwage.mit.edu/counties/19103

Compensation rates for hourly Merit system employees and health care professionals are set through collective bargaining between AFSCME and the State of Iowa, and SEIU and the Board of Regents respectively. Salary ranges for other professional staff are set annually based upon an analysis of external market compensation, as measured by multiple sources of data including College & University Personnel Association (CUPA), Towers Watson, EduComp, Mercer, Salary.com and more. A trained position evaluation committee conducts job evaluations for each of these positions and places them into appropriate salary grades. Faculty salary rates are based on merit performance and consideration of rates paid at peer institutions. Salary policy for non-bargaining employees is set annually by the Board of Regents, State of Iowa. The result of these processes is that all non-student employees at the University of Iowa are paid above the hourly rate for sustainable compensation.

The University of Iowa also offers health, dental and vision insurance, long-term disability insurance, life insurance, flexible-spending accounts, and retirement plans as core benefits to eligible employees. In addition, the University of Iowa also provides other benefits and services to help enhance employees' quality of life such as wellness programming, child care and elder care resources and an employee assistance program. Non-temporary employees can access a personalized statement showing their annual compensation as well as the value of their elected benefits at any time.


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:
2,011

The website URL where information about the institution’s compensation policies and practices is available:
Data source(s) and notes about the submission:

Each year the University of Iowa conducts a self-audit to ensure that compensation and classification procedures and practices are applied uniformly and consistently to each employee, regardless of his/her race/ethnicity and/or gender. For fiscal year 2012, UI Human Resources staff analyzed the data and determined that The University of Iowa compensation and classification procedures and practices do not discriminate based upon race/ethnicity and or gender.

OFCCP Annual Review
The Office of Federal Contract Compliance Programs (OFCCP) requires employers who receive federal funds to collect and maintain information about the gender, race, and ethnicity of their employees. Using a salary equity formula developed by the Compensation and Classification Unit, UI Human Resources staff analyzed whether the mean salary difference between employees appeared reasonable based on the years in classification, years at the University, and level of performance. The formula compares salary information by both pay level and by job classification.


Each year the University of Iowa conducts a self-audit to ensure that compensation and classification procedures and practices are applied uniformly and consistently to each employee, regardless of his/her race/ethnicity and/or gender. For fiscal year 2012, UI Human Resources staff analyzed the data and determined that The University of Iowa compensation and classification procedures and practices do not discriminate based upon race/ethnicity and or gender.

OFCCP Annual Review
The Office of Federal Contract Compliance Programs (OFCCP) requires employers who receive federal funds to collect and maintain information about the gender, race, and ethnicity of their employees. Using a salary equity formula developed by the Compensation and Classification Unit, UI Human Resources staff analyzed whether the mean salary difference between employees appeared reasonable based on the years in classification, years at the University, and level of performance. The formula compares salary information by both pay level and by job classification.

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.