| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 69.81 |
| Liaison | Kathleen Crawford |
| Submission Date | July 28, 2017 |
| Executive Letter | Download |
Florida Gulf Coast University
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.60 / 3.00 |
Katie
Leone Sustainability Coordinator Environmental Health & Safety |
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 :
FGCU's lowest hourly wage is $11.21 per hour. In addition to the annual salary/hourly rate, permanent employees' total compensation includes benefits such as health insurance, vacation time, and contributions to the Florida Retirement System.
FGCU strives to provide competitive and livable wages. To do so, we participate in a number of salary surveys to benchmark new positions or reclassify existing positions annually. For example, FGCU raised the minimum salaries for 65 technology positions to ensure that we were more competitive with the local market as a result of this process.
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:
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:
PART 1
This information was pulled from March 1, 2017, payroll records.
All faculty (100%), most staff (91%), and some temporary employees (7%) make above $15.52 per hour. 93% of temporary staff make below $15.52 per hour and they are the largest group of employees.
PART 2
Contracted workers from Follett's Bookstore, Chartwells Dining, USSI and GCS custodial services, and Instant Impact landscaping services work on-site regularly. These contracts are overseen by Business Operations (for the bookstore and dining), the Physical Plant (for USSI and Instant Impact), and the Office of Housing and Residence Life (for GCS and Instant Impact).
All except Follett's provided data. They did this by pulling salary records during a time of year when university operations are in full swing in order to account for seasonal variations.
PART 1
This information was pulled from March 1, 2017, payroll records.
All faculty (100%), most staff (91%), and some temporary employees (7%) make above $15.52 per hour. 93% of temporary staff make below $15.52 per hour and they are the largest group of employees.
PART 2
Contracted workers from Follett's Bookstore, Chartwells Dining, USSI and GCS custodial services, and Instant Impact landscaping services work on-site regularly. These contracts are overseen by Business Operations (for the bookstore and dining), the Physical Plant (for USSI and Instant Impact), and the Office of Housing and Residence Life (for GCS and Instant Impact).
All except Follett's provided data. They did this by pulling salary records during a time of year when university operations are in full swing in order to account for seasonal variations.
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.