|Overall Rating||Silver - expired|
|Submission Date||Sept. 18, 2016|
University of North Carolina, Charlotte
PA-9: Employee Compensation
|2.36 / 3.00||
University Sustainability Officer
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:
The University of North Carolina at Charlotte Career Banding Salary Administration Plan (Effective January 1, 2009) states: "In an effort to enhance recruitment and retention efforts by becoming more competitive in the labor market and also improve career advancement opportunities, UNC Charlotte supports a career banding salary administration program for employees subject to the State Personnel Act (SPA). UNC Charlotte’s career banding program was developed under guidelines provided by the Office of State Personnel. It is the goal of UNC Charlotte to compensate its career banded employees at a level that emphasizes demonstrated competencies linked to business needs and organizational goals; recognizes competency development; and maintains the labor market competitiveness necessary to recruit, retain and develop a competent and diverse work force. The career banding program is structured to ensure that employees in the program receive equitable treatment for career development opportunities and compensation. ... UNC Charlotte’s pay strategy for employees with valid documentation of overall competency demonstrated at the same career band and level as their position will be to pay at 100% of the established market reference rate for the positions career band and competency level when funding is available. This strategy will be consistent across all job families and will provide exciting opportunities that will motivate our employees to ensure a sustainable, highly talented staff for our future. ... All employees will be paid at or above the minimum of the salary range appropriate for the position. Should the salary ranges be adjusted upward resulting in employee salaries falling below the minimum, adjustments to the minimum will be made. This is required by OSP for SPA employees, and will be followed consistently for all employees."
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:
We assessed compensation against 120% of the 2016 Federal Department of Health and Human Services poverty guideline for a family of four. The poverty guideline for a family of four is $24,300, so 120% of that guideline is $29,160 (or $14.02 per hour). For benefit-eligible employees, we offset 20% of the wage criteria, based on a larger value for employer contributions including health insurance ($5,192) and retirement benefits (14.69% of wages). Thus for benefit-eligible employees, the poverty guideline of $24,300 (or $11.69 per hour) was applied.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
The UNC Charlotte 2015-2016 Salary Table of Reference Ranges lists $23,332 ($11.22 per hour) as the lowest career band minimum salary. All regular, full-time employees receive full benefits including health insurance, retirement, paid leave, and access to optional benefits including vision, dental, life insurance and supplemental retirement.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
Part-time employees paid at the lowest end of the salary ranges ($11.22/hr) are Subject to the Personnel Act (SPA) of the State of North Carolina and are afforded the same benefits offerings as other SPA employees with higher salaries, with some benefits prorated or deemed ineligible based on the part-time hours appointment.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
The minimum hourly rate for temporary staff positions is normally 1/2080th of the minimum annual salary rate as set forth in the State of North Carolina Salary Schedule (currently $12.00 per hour). However, when the duties include no more than one primary task, a rate between the Federal minimum wage rate ($7.25) and the State minimum ($12.00) may be proposed based on the type of job and necessary knowledge, skills, and abilities. The Affordable Care Act (ACA) states that any non-permanent employee hired or rehired after January 1, 2015 working 30 or more hours per week for 3 months or more, must be offered the chance to enroll in the ACA health plan within their first 30 days of employment. The State Health Plan's High Deductible Health Plan is the health plan that will be offered to eligible temporary employees, adjunct faculty and students.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
The lowest paid lecturer in 2015-2016 was equivalent to a full-time annual salary of $29,000.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
Student temporary wage employees are paid a minimum of the Federal Minimum Wage rate of $7.25 per hour.
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:
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 firstname.lastname@example.org.