Overall Rating Gold - expired
Overall Score 65.92
Liaison Sally DeLeon
Submission Date Feb. 12, 2014
Executive Letter Download

STARS v1.2

University of Maryland, College Park
PAE-11: Sustainable Compensation

Status Score Responsible Party
Complete 8.00 / 8.00 Sally DeLeon
Acting Manager
Environmental Safety, Sustainability and Risk
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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:

All University System of Maryland Staff are paid salaries above minimum wage.

Non-exempt staff members' wages are based on a pay scale, which is revisited every other year. The pay scale is determined by a market analysis to ensure the university is offering a fair living wage, and pay scales are adjusted based on benchmarks against the regional area.

Exempt staff members' salaries are based on a broadband scale that includes target hiring ranges. Market data is used to determine the hiring ranges, and the market average becomes the top of the target hiring range, while the bottom of the range is 20% less than the market average. Every exempt position is benchmarked against the region when it comes in.

The University System of Maryland (USM) has a policy to maintain the faculty salary structure at each of its constituent institutions such that average faculty salary (for all persons defined as faculty) is at or above the 85th percentile of that institution's classification group. The annual national survey of salaries for "instructional faculty" published by The American Association of University Professors (AAUP) is used to benchmark faculty salaries. USM Policy states that every effort should be made to make adjunct faculty compensation professionally appropriate and competitive. If the University has to cancel a class less than 30 days prior to the class start date, adjunct faculty assigned to teach the class are either reassigned to a comparable class or compensated 10% of the payment amount specified in the contract or appointment letter for that class.

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:

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 and complete the Data Inquiry Form.