| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 50.03 |
| Liaison | Mike Evans |
| Submission Date | May 28, 2019 |
| Executive Letter | Download |
Williams College
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
2.70 / 3.00 |
Simone
Anderson HRIS and Data Analytics Manager 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 :
The lowest paid full time employee receives 15 dollars per hour plus 37% fringe rate (which includes benefits). Other part time employees receive at least 12 dollars 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:
No formal commitment but we abide by labor laws to pay $12/hour minimum 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:
We are market driven and use market salary survey data, but who do not have an articulate basic needs approach. I suspect this is a test we would meet but we have not articulated this in the past.
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The following is our current language:
In accordance with the compensation philosophy the support staff and administrative staff salary programs are reviewed regularly to assure that they remain competitive with the appropriate labor market. Jobs are compared with a designated group of peer colleges and universities, similar jobs in a geographic area, or with organizations with similar functions.
The Office of Human Resources reviews the salary structure annually to determine how inflation and the influence of the various labor markets have impacted salaries. Input from department heads concerning the competitive environment of specific professions is solicited. Information about other organizations is gathered through salary surveys. Decisions to revise a salary structure are based on external market conditions and the College's operating circumstances.
Market competitiveness:
"Benchmark" jobs are those that have a comparable job in the labor market with reliable survey data. These jobs form the anchor of the salary structure, and are identified based on individual department and institutional survey data. Human Resources reviews selected jobs annually.
Those jobs that do not have comparable jobs in the labor market are slotted in relationship to benchmark jobs based on similar functions and responsibilities.
We are market driven and use market salary survey data, but who do not have an articulate basic needs approach. I suspect this is a test we would meet but we have not articulated this in the past.
----
The following is our current language:
In accordance with the compensation philosophy the support staff and administrative staff salary programs are reviewed regularly to assure that they remain competitive with the appropriate labor market. Jobs are compared with a designated group of peer colleges and universities, similar jobs in a geographic area, or with organizations with similar functions.
The Office of Human Resources reviews the salary structure annually to determine how inflation and the influence of the various labor markets have impacted salaries. Input from department heads concerning the competitive environment of specific professions is solicited. Information about other organizations is gathered through salary surveys. Decisions to revise a salary structure are based on external market conditions and the College's operating circumstances.
Market competitiveness:
"Benchmark" jobs are those that have a comparable job in the labor market with reliable survey data. These jobs form the anchor of the salary structure, and are identified based on individual department and institutional survey data. Human Resources reviews selected jobs annually.
Those jobs that do not have comparable jobs in the labor market are slotted in relationship to benchmark jobs based on similar functions and responsibilities.
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.