Overall Rating Gold
Overall Score 66.65
Liaison John Gardner
Submission Date Nov. 27, 2019
Executive Letter Download

STARS v2.1

University of Wisconsin-Milwaukee
PA-11: Employee Compensation

Status Score Responsible Party
Complete 1.63 / 3.00 John Gardner
Sustainability Planning & Policy Analyst
Office of 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):
16.27 US/Canadian $

Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):
84.18

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

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):
100

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?:
125 percent

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 :

University of Wisconsin (UW) System employees receive a compensation package that includes competitive base pay, comprehensive health insurance and employer contributions towards retirement. Using the UW System compensation calculator for the lowest UWS pay grade for Blue Collar Salary Schedule 03, Range 8 of $11.52/hr, the total compensation package for a Regional HMO for family health insurance (chosen because Regional HMO's and PPO's are a cheaper option than Nationwide PPO's and due to Part 1's requirement of 2 adult/2 children Living wage), the total compensation for the above referenced salary is $23.15/hr. This is equivalent to 142% of the living wage identified in Part 1.
https://www.wisconsin.edu/ohrwd/benefits/totalcomp/


Has the institution made a formal commitment to pay a living wage?:
No

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

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)?:
No

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:
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http://livingwage.mit.edu/counties/55127

The State of Wisconsin Compensation Plan for all state employee classifications is found here: https://dpm.wi.gov/Pages/Employees/CompensationPlan.aspx

https://www.swib.state.wi.us/wisconsin-retirement-system-1
The Wisconsin Retirement System (WRS) provides retirement (pension) benefits to UW System employees and to most public employees across the State of Wisconsin. Participation is automatic for all eligible employees, with coverage beginning on the first day an employee is eligible. The required employee and employer contribution rates are updated annually. The employee share is deducted on a pre-tax basis. You may not opt out of the WRS.

https://www.wisconsin.edu/ohrwd/benefits/ret/tsa/
The UW Tax-Sheltered Annuity (TSA) 403(b) Program is a supplemental retirement savings program. Through the TSA Program you can invest a portion of your income for retirement on either a pre-tax basis, an after-tax basis (Roth), or a combination of both. Participation in the UW TSA Program is voluntary with employees making the entire contribution; there is no employer match. For more background information on the program, read through our Plan Document and Plan Criteria.

https://www.wisconsin.edu/ohrwd/benefits/ret/wdc/
The Wisconsin Deferred Compensation Program (WDC) is a supplemental retirement savings plan, regulated by Section 457 of the Internal Revenue Code (see Program Features and Highlights). Through the WDC plan you can invest a portion of your income for retirement either on a pre-tax or post-tax (Roth) basis or a combination of both. Participation in the plan is voluntary. You make the entire contribution; there is no employer match.

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.