| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 65.53 |
| Liaison | Dedee DeLongpre Johnston |
| Submission Date | July 27, 2018 |
| Executive Letter | Download |
Wake Forest University
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.69 / 3.00 |
Carmen
Canales Chief Human Resources Officer Human Resources |
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 :
Our part-time staff members working more than 1,000 hours per year receive access to medical, dental, and vision benefits at group costs. They receive retirement contributions, paid time off, holiday pay, and statutory benefits that are covered by the university at 100%.
The university pays its part-time staff members a competitive wage based on the skills required for the position. We ensure our pay is fair and equitable to internal and external benchmarks. Our staff members are eligible for an annual merit increase based on performance.
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:
Data source(s) and notes about the submission:
At the time of this submission, Wake Forest's minimum hourly wage for employees is $11.10. The living wage for an individual for the county in which the university is located in $11.08 per hour. The university continuously monitors national, state, and local wages and initiated income adjustments to impacted staff members during the last three fiscal years.
At the time of this submission, Wake Forest's minimum hourly wage for employees is $11.10. The living wage for an individual for the county in which the university is located in $11.08 per hour. The university continuously monitors national, state, and local wages and initiated income adjustments to impacted staff members during the last three fiscal years.
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.