Overall Rating	Gold
Overall Score	66.39
Liaison	Michelle Patterson
Submission Date	March 4, 2022

STARS v2.2

Washington University in St. Louis
PA-12: Employee Compensation

Status	Score	Responsible Party
	0.79 / 3.00	Joseph Frank Manager, HR Reporting and Compliance Human Resources

"---" indicates that no data was submitted for this field

Part 1. Living wage for employees

The local living wage (based on a family of four and expressed as an hourly wage):

20.22 US/Canadian $

Percentage of employees that receive a living wage (benefits excluded):

84.80

Part 2. Living wage for employees of contractors

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

Yes

A list or brief description of significant on-site contractors:

- Bon Appetit (collective bargaining agreement in place covering all workers), food service
- WFF, custodial service
- Huntleigh Transportation Services, shuttle service (no data provided, much fewer workers)
- Focal Pointe, grounds maintenance

Percentage of employees of on-site contractors known to receive a living wage or be covered by collective bargaining agreements (i.e., union contracts):

Part 3. Minimum total compensation for employees

Total compensation provided to the institution’s lowest paid regular, part-time or full-time 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:

$15.00 per hour is the lowest pay rate for regular, permanent employees as of February 2022. Employee benefits that address basic needs (including health, dental, vision, retirement savings, Metro Transit U Pass, and Employee Assistance Program, but excluding dependent child tuition assistance) as of July 1, 2021 are formally budgeted as 28.8% of wages, which equates to $4.32 per hour, bringing the total hourly figure to $19.32 per hour, which is 95.5% of $20.22.

Optional Fields

Has the institution made a formal commitment to pay a living wage?:

Yes

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

In June 2019, Chancellor Andrew Martin announced that WUSTL’s institutional entry-level wage would raise to $15/hour on July 1, 2021, with transitional increases in 2019 and 2020. The institutional entry-level wage policy applies to regular employees and basic service contractors. At the time of the statement, WUSTL’s institutional entry-level wage was well above the regional average as well as federal and state mandates. The policy impacted 1,200 members of the WUSTL community. Our current institutional entry-level wage of $15.00 will increase to $15.25 effective July 1, 2022.

Website URL where information about employee compensation is available:

https://andrewdmartin.wustl.edu/minimum-wage/

Additional documentation to support the submission:

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Data source(s) and notes about 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. We have also initiated market adjustments during fall 2021 to help remain competitive for a number of critical operational roles, and are evaluating the potential for further market adjustments in 2022. Each year our institutional entry-level wage has increased at a rate faster than the Missouri and Illinois minimum wage rates. Most recently, on July 1, 2021 our institutional entry-level wage increased from $13.80 to $15.00. Our current institutional entry-level wage of $15.00 will increase to $15.25 effective July 1, 2022. We will continue to annually review the competitiveness of our entry-level wage given inflationary pressures.