| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 52.43 |
| Liaison | Wesley Enterline |
| Submission Date | Nov. 13, 2018 |
| Executive Letter | Download |
University of Wisconsin-Whitewater
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.36 / 3.00 |
Wesley
Enterline Sustainability Coordinator Facilities Planning and Management |
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 :
https://www.wisconsin.edu/ohrwd/benefits/totalcomp/
Using the UW System compensation calculator for the campus minimum wage of $15/hour ($31,200/year), the total compensation package for a Regional HMO for single person health insurance is $44,233.20/year. This is equivalent to $21.27/hour, or 142%. Since it is likely that many employees utilize the family health insurance package, this percentage is estimated at 150%.
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:
Chancellor Kopper announced a commitment to a campus minimum wage of $15/hour for all regular staff, including USTE, Project, and Permanent full- and part-time staff. Since our living wage is slightly higher than the campus minimum, an estimate of percent covered by the policy was made since data was not reported by HR.
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:
Data source(s) and notes about the submission:
http://livingwage.mit.edu/counties/55127
Dining contractor data not available.
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.
For the wage analysis, all employees above .50 FTE who are not lump sum or students were included. 115 out of 1,165 employees are paid below the $15.83 (32,926 annual) threshold. That is 9.8% of employees. 90.2% (or 1,050 employees) meet the parameters are above the wage threshold.
http://livingwage.mit.edu/counties/55127
Dining contractor data not available.
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.
For the wage analysis, all employees above .50 FTE who are not lump sum or students were included. 115 out of 1,165 employees are paid below the $15.83 (32,926 annual) threshold. That is 9.8% of employees. 90.2% (or 1,050 employees) meet the parameters are above the wage threshold.
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.