Overall Rating Gold
Overall Score 66.31
Liaison Natalie Walker
Submission Date Aug. 9, 2021

STARS v2.2

University of Pennsylvania
PA-12: Employee Compensation

Status Score Responsible Party
Complete 1.19 / 3.00 Natalie Walker
Sustainability Manager
Penn Sustainability
"---" indicates that no data was submitted for this field

The local living wage (based on a family of four and expressed as an hourly wage):
16.95 US/Canadian $

Percentage of employees that receive a living wage (benefits excluded):

Does the institution have significant contractors with employees that work on-site as part of regular and ongoing campus operations?:

A list or brief description of significant on-site contractors:

Emsco/Fisher, Bon Appetit Management Co, Life Technologies Corp., TN Ward Company, Aramark Services Inc, Cenero, Appleone Employment Services, Aramark Management Services, Flatiron Building Company Inc, Deloitte Consulting LLP

Percentage of employees of on-site contractors known to receive a living wage or be covered by collective bargaining agreements (i.e., union contracts):

Total compensation provided to the institution’s lowest paid regular, part-time or full-time employee or pay grade meets or exceeds what percentage of the living wage?:
100 percent

A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade:

Minimum total compensation includes base pay and benefits. Base pay is reviewed and set to be internally equitable and market competitive at the 50th and 75th percentiles. Benefit plans include health, prescription, dental, and vision, 3 retirement plans including a matching plan, tuition benefits for employees and eligible dependents, life and disability insurances, paid time off and a Work-life program.

Has the institution made a formal commitment to pay a living wage?:

A copy or brief description of the institution’s written policy stating its commitment to a living wage:

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.

Website URL where information about employee compensation is available:
Additional documentation to support the submission:

The University’s minimum hourly rate is 207% 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 competitive with the local and national markets and have outpaced the cost of living.

The University of Pennsylvania is a major research institution, with over 3,000 degrees granted annually from twelve professional and academic schools at the Bachelor's, Master's, and Doctorate levels. Penn is committed to reducing emissions and energy use, as stated in the 2019 "Climate and Sustainability Action Plan 3.0." This submission documents Penn's efforts during the FY20 year and compares them to the FY09 baseline year which corresponds with the University's "Climate and Sustainability Action Plan 3.0." The submission relies on information related to the main, academic, West Philadelphia campus, but to more fully document efforts across the Penn system, information related to the Morris Arboretum and New Bolton Center has also been referenced and noted as outside the boundary in descriptions. The information is used to enrich examples of University efforts and is not intended to be the primary justification for credits. The responses for each of the questions and sub-questions are drawn from University materials, both internal and public documents. Each section notes the website where the information can be found.

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.