| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 61.45 |
| Liaison | Austin Sutherland |
| Submission Date | May 1, 2014 |
| Executive Letter | Download |
University of Pennsylvania
PAE-11: Sustainable Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
8.00 / 8.00 |
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 has a market pricing job classification system to evaluate jobs consistently throughout the University. Salaries are set to be internally equitable and market competitive. The University’s staff jobs are market priced annually to assure that staff compensation is market competitive at the 50th and 75th percentiles. Penn has a library of over 20 third-party salary surveys that are used to price jobs. Data is referenced for the local, regional and national markets to establish competitive compensation.
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:
The University’s minimum hourly rate is 54% above both the state and federal minimum wage. There are a limited number of union contracts. The contractual wages are competitive with other labor contracts and the Philadelphia job market. Temporary employees are hired through an agency that partners with the University. Hourly rates are highly competitive.
Penn has conducted a University-wide review of pay equity. Pay equity is maintained on an ongoing basis as part of day-to-day salary administration. All salaries are set by the Compensation department to ensure that internal equity at competitive market wages for new hires and current employees is achieved.
Annual merit increase budgets have been very competitive with the local and national markets and have outpaced the cost of living. In order to keep this competitiveness, the University has awarded merit increases every year, even during the economic downturn in 2008 and 2009.
The University’s minimum hourly rate is 54% above both the state and federal minimum wage. There are a limited number of union contracts. The contractual wages are competitive with other labor contracts and the Philadelphia job market. Temporary employees are hired through an agency that partners with the University. Hourly rates are highly competitive.
Penn has conducted a University-wide review of pay equity. Pay equity is maintained on an ongoing basis as part of day-to-day salary administration. All salaries are set by the Compensation department to ensure that internal equity at competitive market wages for new hires and current employees is achieved.
Annual merit increase budgets have been very competitive with the local and national markets and have outpaced the cost of living. In order to keep this competitiveness, the University has awarded merit increases every year, even during the economic downturn in 2008 and 2009.
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.