| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 53.20 |
| Liaison | Olivia Shehan |
| Submission Date | Dec. 24, 2015 |
| Executive Letter | Download |
Wellesley College
PA-9: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.31 / 3.00 |
Sharon
Bort Sustainability Coordinator Sustainability |
Number of employees:
Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
Does the institution have employees of contractors working on-site as part of regular and ongoing campus operations?:
Number of employees of contractors working on campus:
Number of employees of contractors covered by sustainable compensation standards, guidelines, or policies and/or collective bargaining agreements:
A brief description of the sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements covering staff, faculty and/or employees of contractors:
The Office of Human Resources monitors Wellesley College's salary structure to continually offer competitive wages for administrative positions. The contract for Union employees has negotiated wages and is managed by the Office of Human Resources. Currently, the wages offered are above any wage offered in the area.
Compensation Philosophy:
- To enable Wellesley to attract and retain desired talent.
- To acknowledge capabilities and competencies.
- To ensure compensation opportunity is fair, and consistent with performance.
Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
Date Revised: Jan. 29, 2016
Number of staff and faculty that receive sustainable compensation:
Number of employees of contractors that receive sustainable compensation:
A brief description of the standard(s) against which compensation was assessed:
Each role has a market range based on competitive market rates for jobs in other organizations. Market ranges for roles that are unique to Wellesley College are determined by comparing the market rates for similar roles within the College. These market ranges are used as guidelines for new hires, transfers, and promotions to provide a more precise pay opportunity and to enable manages to make responsible pay decisions. Performance in the role is the primary determinant for additional increases to an employee’s salary over time.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
Full time employees are paid according to competitive market rates. Full time Union employees and administrative staff are eligible to receive Medical, Dental, Vision, FSA’s, Life Insurance, Long Term Disability and Long Term Care.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
Part time Union employees and administrative staff who work at least 17.5 hours per week are eligible to receive Medical, Dental, Vision, FSA’s, Life Insurance, and Short Term Care. Those who work at least 35 hours per week are eligible for Long Term Disability, and Long Term Disability.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
Temporary staff are paid in accordance with competitive market rates. Temporary employees are not eligible to receive benefits, but are eligible for paid sick leave in accordance with Massachusetts state law.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
Non-regular faculty are paid by the course and do not receive benefits.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
Students earn minimum wage an above for their on campus work and additional benefits are determined by department.
The local legal minimum hourly wage for regular employees:
Does the institution have an on-site child care facility, partner with a local facility, and/or provide subsidies or financial support to help meet the child care needs of faculty and staff?:
Does the institution offer a socially responsible investment option for retirement plans?:
The website URL where information about the institution’s sustainable compensation policies and practices is available:
Data source(s) and notes about the submission:
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.