| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 58.41 |
| Liaison | Sean MacInnes |
| Submission Date | Dec. 15, 2011 |
| Executive Letter | Download |
University of North Carolina, Greensboro
PAE-11: Sustainable Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
8.00 / 8.00 |
Trey
McDonald Sustainability Coordinator Sustainability Office |
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:
The University of North Carolina at Greensboro adheres to the policy of the State of North Carolina to compensate its employees sufficiently to encourage excellent performance and to maintain labor market competitiveness. In addition, UNCG takes proactive steps to ensure internal equity and build career ladders and opportunities for the lowest paid employees. It uses all available resources including the State Personnel Commission’s annual compensation surveys. The results and recommendations are presented in the State of North Carolina 2011 Compensation & Benefits Report.
UNCG works actively to support and sustain a work environment which recognizes accomplishment and achievement. The following specific strategies are used to ensure sustainable and competitive completion for the lowest-paid employees:
1. The career banding program is structured to ensure SPA employees receive fair and equitable treatment in regard to compensation levels and career development opportunities. The Career Banding Compensation Strategy policy and guidelines will be applied effectively and equitably for all employees.
2. Human Resource Services use regional and local market data to ensure that the University offers a fair living wage and that the University is competitive with local employers.
3. The Human Resource Services Affirmative Action office regularly reviews salaries of the lowest paid employees to ensure that there is no disparate impact.
4. Human Resource Services conducts extensive training and development sessions designed to provide employees with the skills, knowledge, and abilities to advance in their careers.
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:
Data source(s) and notes about the submission:
Information for this credit was received from Dr. Edna Chun, Associate Vice Chancellor for Human Resource Services at UNCG and taken from the North Carolina Office of State Personnel.
Information for this credit was received from Dr. Edna Chun, Associate Vice Chancellor for Human Resource Services at UNCG and taken from the North Carolina Office of State Personnel.
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.