Overall Rating Gold - expired
Overall Score 66.56
Liaison Peter Stiling
Submission Date Jan. 28, 2011
Executive Letter Download

STARS v1.0

University of South Florida
PAE-11: Sustainable Compensation

Status Score Responsible Party
Complete 7.37 / 8.00 Christian Wells
Office of Sustainability
"---" indicates that no data was submitted for this field

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:

Classification and Compensation is responsible for the pay and other terms of employment for Administration, Staff and Temporary positions at USF. To help ensure consistency in the application of these terms of employment, USF has established a classification structure.

One of the most important functions of the Classification Team is determining whether a position is properly classified as exempt or non-exempt under the Fair Labor Standards Act. FLSA requires that most employees in the United States be paid at least the federal minimum wage for all hours worked and overtime pay at time and one-half the regular rate of pay for all hours worked over 40 hours in a workweek. A special provision of FLSA for public agency employers like USF allows use of compensatory time off at a rate of not less than one and one-half hours for each overtime hour worked instead of cash overtime pay.
Every Staff and Administration job at USF has a position description which includes its formal title, department, primary purpose, essential functions, qualifications, and other significant characteristics. In the classification process, a position description is prepared by a supervisor or manager, reviewed by administrators, and submitted to HR where it is associated with a formal job classification.

Every new job is assigned a position number and classified by HR before it is filled. When duties change significantly, jobs are reclassified by HR. During the classification process, the exemption status under the federal Fair Labor Standards Act is also evaluated. Therefore, evaluation of sustainable wages is ongoing.

Although USF requires that contractors comply with the Davis-Bacon Act, the university does not evaluate the wages and benefits policies and guidelines for the employees of contractors operating on campus.

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.