| Overall Rating | Gold |
|---|---|
| Overall Score | 68.36 |
| Liaison | Marianella Franklin |
| Submission Date | Jan. 10, 2023 |
University of Texas Rio Grande Valley
PA-12: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.71 / 3.00 |
Kristina
Chavez Compensation Manger Office of Human Resources |
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:
Primarily repair and new construction-related, food service providers and bookstore.
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:
Minimum annual rate of $27,456 plus medical insurance 100% covered for employee ($7,181 by UT System), 50% covered for dependents. Insurance also includes $40,000 employee Basic Life and employee $40,000 Basic Accidental Death and Dismemberment insurance. Plus enrollment in TRS.
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 Compensation division of the Office of Human Resources administers the university compensation plan which consists of job families, job titles, and corresponding pay rates, and serves as the point of contact for departments regarding these matters. We partner with university administrators and employees to develop, administer, and communicate compensation programs in an effort to attract, engage, and recognize our staff members.
Website URL where information about employee compensation is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
UTRGV’s policy on employee compensation works towards the sustainable development goal of Peace, Justice and Strong Institutions by ensuring that all of its employees receive a living wage.
UTRGV’s policy on employee compensation works towards the sustainable development goal of Peace, Justice and Strong Institutions by ensuring that all of its employees receive a living wage.
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.