Williams College
PA-12: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.36 / 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 employees that receive a living wage (benefits excluded):
Does the institution have significant contractors with employees that work on-site as part of regular and ongoing campus operations?:
A list or brief description of significant on-site contractors:
N/A. All contractors performing regular and ongoing campus operations are reviewed for compliance with state and federal labor regulations and converted to employees if and as required.
Percentage of employees of on-site contractors known to receive a living wage or be covered by collective bargaining agreements (i.e., union contracts):
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?:
A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade:
The lowest paid full time employee receives $16.23 per hour plus 38% fringe rate (which includes benefits), which comes to $22.40. However, part-time employees receive at least $14.25 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 $14.25/hour minimum wage.
Website URL where information about employee compensation 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.
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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.
----
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.