| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 48.34 |
| Liaison | Barry Schwalbe |
| Submission Date | Dec. 22, 2014 |
| Executive Letter | Download |
Richland Community College
PA-9: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Greg
Florian Vice President Finance & Administration |
Number of employees:
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:
In 2007, the College began working with KG & Associates to upgrade its pay program for its employees. Similar to the former program, the upgraded pay system groups jobs into similar pay grades and defined pay ranges for each job. The upgraded pay plan also allows the college to obtain better salary data through the consultant’s extensive data base of pay surveys. The revised pay plan was implemented in July 2008. The new pay system for utilizes pay bands, which help define the range of competitive pay levels. Pay ranges typically begin at 80% of the range midpoint; the range midpoint designed to approximate the average rate in the applicable labor market. Ranges extend to 120% of the range midpoint.
Benefits Comment: Richland Community College currently provides employee health and dental care to its employees. This significant benefit adds to the attractiveness of the Total Compensation Package extended to Richland Community College employees. Contractors:
Richland does not use contractors for college operations.
Date Revised: Feb. 3, 2015
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:
Bargaining processes of both full-time and part-time faculty continue to use surveys of comparable local Colleges in determining the negotiated pay rates. Our administrative pay system uses data from a consulting group we work with- HRN Performance Solutions. This group provides annual pay data based on surveys of comparable organizations. The information considers geography, organization size, and educational institution pay data.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
In 2007, the College began working with KG&Associates to upgrade its pay program for administrative employees. Similar to the former program, the new pay system groups jobs into similar pay grades and defined pay ranges for each job. The new pay plan also allows the college to obtain better salary data through the consultant’s extensive data base of pay surveys.
The revised pay plan was implemented in July 2008. The new pay system for administrative employees utilizes pay bands, which help define the range of competitive pay levels. Pay ranges typically begin at 80% of the range midpoint; the range midpoint designed to approximate the average rate in the applicable labor market. Ranges extend to 120% of the range midpoint.
In 2008, special attention was given to the lowest paid workers in each pay grade. In particular, the College identified any administrative workers below 80% of the range midpoint, ie the range minimum, and provided for special pay adjustments to increase pay to the new range minimums.
In 2008, 34 such administrative employees were identified. The pay for all 34 administrative employees was adjusted upward to ensure their pay rates met the competitive pay objectives of the College. The rates of all 34 were adjusted to at least the range minimum for their position.
This resulted in a structure for the administrative employees in which all employees are paid within the pay range for their position, as defined by the evaluation system and the consultant’s market pay data.
Benefits Comment
Richland Community College currently provides employee health and dental care to its employees. This significant benefit adds to the attractiveness of the Total Compensation Package extended to Richland Community College employees.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
Evaluation same as regular, full-time employees
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
Evaluation same as regular, full-time employees
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
Full-time Faculty
In 2009, the College entered into contract negotiations with representatives of our full-time faculty employees. During the negotiations, joint survey work found that Richland faculty salaries were both within the range of median salaries reported of the 39 Illinois Community Colleges surveyed, and within the range of six benchmark Colleges chosen jointly by the negotiating committee. A similar process is taken with our Adjunct Faculty employees.
Adult Education Instructors
Annual pay surveys on competitive rates for this employee group finds the pay rates within the range of pay rates surveyed.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
When applicable, same as temporary faculty.
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:
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.