|Submission Date||Aug. 1, 2019|
University of Wisconsin-Madison
PA-11: Employee Compensation
|1.29 / 3.00||
Office of Sustainability
The local living wage (based on a family of four and expressed as an hourly wage):
Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):
Does the institution have employees of contractors that work on-site as part of regular and ongoing campus operations?:
Percentage of employees of contractors that work on-site as part of regular and ongoing campus operations that the institution has verified as receiving a living wage (benefits excluded) (0-100; enter ‘0’ if unknown):
The total compensation provided to the institution’s lowest paid regular (i.e., permanent) 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, including any in-kind benefits included as part of the total compensation figure :
Total compensation was calculated using the UW System Total Compensation Estimator (https://www.wisconsin.edu/ohrwd/benefits/totalcomp/). The figure used for reporting utilized the lowest hourly wage for a permanent UW-Madison employee with the lowest cost health insurance option (HMO or Regional PPO, Single Enrollment). In addition to health insurance, the total compensation calculator includes the value of Retirement and Social Security / Medicare benefits.
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:
UW-Madison has committed to meeting or exceeding the City of Madison, WI living wage for all employees (see: https://hrdesign.wisc.edu/topics-in-hr-design/living-wage/, the City of Madison living wage is set at 110% of the poverty level for a family of four, this value is still less than the living wage included in the MIT Wage Calculator and required for this credit). Currently this policy does not apply to student employees but it does apply to all other employees, whether or not they primary work location is within the City of Madison.
Has the institution made a formal commitment to provide a living wage to its student employees and/or graduate teaching/research assistants (e.g. by adopting a student bill-of-rights)?:
A brief description of the institution’s commitment to a student living wage:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Wage data included in the analysis for this credit included undergraduate and graduate assistantship positions but excluded those staff (student or otherwise) who:
- Receive a stipend
- Received a lump sum or other payment type that does not follow a consistent pay basis
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.