| Overall Rating | Silver |
|---|---|
| Overall Score | 58.21 |
| Liaison | Julie Hopper |
| Submission Date | July 29, 2021 |
University of Southern California
PA-12: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.16 / 3.00 |
Elias
Platte-Bermeo Sustainability Program Assistant Office of Sustainability |
The local living wage (based on a family of four and expressed as an hourly wage):
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:
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?:
A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade:
All regular employees at USC must earn a minimum of $15/hour in accordance with the minimum wage requirements for the City of Los Angeles. In addition, USC offers benefits which drive this hourly rate up by approximately 40% higher than this figure.
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's Compensation department has a process in place in which each time there is a planned increase in the LA Living Wage Ordinance, the university provides written communication to alert managers of the required increase. Compensation also conducts audits to pay rates to ensure employees are paid according to the LA Living Wage Ordinance.
Website URL where information about employee compensation is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Methodology for Part I of this credit:
• Students were excluded from the analysis.
• Any employee without an active compensation plan was excluded from the analysis.
• USC calculated the effective hourly rate for salaried employees by dividing an employee's total salary by the amount of hours they are scheduled to work in a year.
Methodology for Part I of this credit:
• Students were excluded from the analysis.
• Any employee without an active compensation plan was excluded from the analysis.
• USC calculated the effective hourly rate for salaried employees by dividing an employee's total salary by the amount of hours they are scheduled to work in a year.
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.