|Submission Date||March 6, 2020|
Washington University in St. Louis
PA-11: Employee Compensation
Manager, HR Reporting and Compliance
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 :
$11.75 per hour is the lowest pay rate for regular, permanent employees as of February 2018. Adding the value of the following benefits that address basic needs: employer portion of health/dental/vision insurance (approx $2.20 per hour), retirement savings at 7% employer contribution ($0.82 per hour), and Metro U Pass ($0.45 per hour); brings the figure to $15.22 per hour.
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:
Each year, we re-evaluate our compensation and benefits packages for market competitiveness, and internal equity, with particular attention to the entry-level wage. Our market data indicates we pay more than competitively for entry-level positions; we also offer benefits that are well above what is typical for the St. Louis market for entry-level positions. Additionally, each year our institutional entry-level wage has increased at a rate faster than the St. Louis metro area inflation rate and more aggressively than the Missouri minimum wage, typically by 25 cents to 50 cents per hour each year. Our current institutional entry-level wage of $11.75 will increase to $12.25 effective July 1, 2018.
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.