Overall Rating Gold - expired
Overall Score 69.30
Liaison Dave Barbier
Submission Date May 14, 2018
Executive Letter Download

STARS v2.1

University of Wisconsin-Stevens Point
PA-11: Employee Compensation

Status Score Responsible Party
Complete 0.72 / 3.00 Shelly Janowski
Sustainability Coordinator
Facility Services
"---" 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):
16.56 US/Canadian $

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?:
100 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 :

With benefits, our lowest paid employees, are above the living wage listed in #1 ($16.56).

Data collected from the October 1, 2017 payroll, indicated the lowest hourly wage was $12.19. Therefore, the lowest total compensation of the regular (permanent) employee population is $49,471.43.

The University contributes towards the cost of health and dental insurance. The Wisconsin Retirement System provides retirement (pension) benefits to UW employees.
Employees working below 50% time pay 50% of the entire premium for their health plan.
Classified permanent and project employees are eligible to earn paid leave time prorated based on appointment percentage.

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:

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:

We do not use a family of four to determine living wage. Based on research using Census data and Living wage information through Portage County, average household and family size is 3, not 4. Based on 2 adults working (which is what #1 is also using), the living wage is $13.01. When using this calculation, 96.27% of UW-Stevens Point’s employees receive the living wage or above.

Temporary worker data is not included in Part 3 above as temporary workers tend to hold more than one position (sometimes 3 or 4) and paid different wages for different positions.

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.