| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 70.05 |
| Liaison | Lisa Kilgore |
| Submission Date | March 22, 2016 |
| Executive Letter | Download |
Cornell University
PA-9: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
2.57 / 3.00 |
Cassandre Pierre
Joseph Director for Diversity Engagement and Career Life Programs Department of Inclusion and Workforce Diversity |
Number of employees:
Date Revised: April 27, 2016
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:
Cornell has a compensation philosophy to pay competitively with mid-market rates for comparable employers within demonstrated labor markets. Pay rates are established within these parameters. To ensure equity in pay for job groups, an analysis is conducted through an outside vendor and reviewed for any inequities on an annual basis. Cornell has collective bargaining agreements with five unions on its Ithaca Campus including the International Union of Operating Engineers, Cornell Service and Maintenance Unit (UAW Local 2300), Building Trades Council, Maintenance Division, Cornell Police Union, and the International Security, Police, and Fire Professionals of America, Local 532.
Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
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:
Cornell has a compensation philosophy to pay competitively with mid-market rates for comparable employers within demonstrated labor markets. Pay rates are established within these parameters. To ensure equity in pay for job groups, an analysis is conducted through an outside vendor and reviewed for any inequities on an annual basis. Cornell regularly references our local living wage study which is conducted annually by the Alternatives Federal Credit Union. The latest study was done in 2013 indicating $12.62 per hour, which Cornell exceeds.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
Competitive with mid-market rates for comparable employers within demonstrated labor markets for these specific roles. Our pay rates for these positions all exceed the established "living wage" determined for our local market.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
Competitive with mid-market rates for comparable employers within demonstrated labor markets for these specific roles. Our pay rates for these positions all exceed the established "living wage" determined for our local market and are prorated based on the percentage of time worked.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
Competitive with mid-market rates for comparable employers within demonstrated labor markets for these specific roles. Our pay rates for these positions all exceed the established "living wage" determined for our local market.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
Cornell has a compensation philosophy to pay competitively within the specific academic discipline for comparable employers within demonstrated labor markets. Pay rates are established within these parameters and ultimately determined by the individual college.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
The Cornell Student Job and Wage Classification System governs student positions and wages. Hourly jobs are classified into four grade levels depending on job responsibilities, required skills and experience, level of supervision, and degree of decision-making for different types of jobs. The student hourly wage is also based on equity within the department. Refer to www.studentemployment.cornell.edu/jobs/wages-and-classifications for more information.
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:
Cornell has a compensation philosophy to pay competitively with mid-market rates for comparable employers within demonstrated labor markets. Pay rates are established within these parameters. To ensure equity in pay for job groups, an analysis is conducted through an outside vendor and reviewed for any inequities on an annual basis.
Cornell has a compensation philosophy to pay competitively with mid-market rates for comparable employers within demonstrated labor markets. Pay rates are established within these parameters. To ensure equity in pay for job groups, an analysis is conducted through an outside vendor and reviewed for any inequities on an annual basis.
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.