| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 81.82 |
| Liaison | Ryan Ihrke |
| Submission Date | Feb. 23, 2018 |
| Executive Letter | Download |
Green Mountain College
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.00 / 3.00 |
Ryan
Ihrke Director of Sustainability Sustainability |
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 part-time workers make minimum wage and are eligible to receiving compensation from the Community Income Equity Fund(CIEF).
The CIEF is available to all employees (including employees of the two permanent on-site contractors: Chartwells and C&W). CIEF is a fund paid in annual or six-month cycles to nominated employees who make less than a sustainable wage. Employees of GMC and both of its major subcontractors (Chartwells and C&W) may give voluntary donations to this fund as one-time payments or part of a regular payroll deduction. Any employee of any of the three organizations can also nominate employees to receive funding. The fund was established in 2013 by a group of faculty and staff who wanted to address income equity in the community.
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:
The performance year for this credit is FY 2017.
The performance year for this credit is FY 2017.
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.