| Overall Rating | Bronze - expired |
|---|---|
| Overall Score | 35.35 |
| Liaison | Kimberly Post |
| Submission Date | Sept. 26, 2014 |
| Executive Letter | Download |
Saint Joseph's College - ME
PA-9: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.10 / 3.00 |
Nancy
Kristiansen Online Business Program Director Saint Joseph's On-line |
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:
Saint Joseph’s College Compensation Philosophy, Approved by the Board of Trustees – March 15, 2013
Mission Driven
The compensation system at Saint Joseph’s College grows out of the College’s mission. Saint Joseph’s College “nurtures intellectual, spiritual and social growth in students of all ages and all faiths within a value-centered environment.” In order to carry out this mission effectively, “foster a strong academic community,” and realize its vision, which includes being recognized for “the quality of our faculty and staff,” the College commits itself to a compensation policy characterized by justice and a competitive salary and benefits plan that will allow the College to attract and retain outstanding individuals.
Fair and Competitive
While market-place factors have an obvious impact on the recruitment and retention of College employees, the College attempts to the best of its ability to practice internal equity in allocating salaries and benefits. The College also resolves to offer salary and benefit packages that will be competitive with peer institutions. More specifically, Saint Joseph’s College seeks to maintain salary ranges that mirror market-adjusted ranges of our peer institutions.
Performance Based
Saint Joseph’s College recognizes that higher levels of performance merit higher levels of compensation. Consequently, merit pay is part of the individual’s total compensation package. Criteria for determining excellence are clearly enumerated. Salary ranges encourage and recognize individual advances in competence and in professional achievements.
Rooted in Integrity
As integrity is one of the College’s core values, so are salary and benefits decisions made as fairly, objectively, and accurately as possible. All College departments adhere to consistent and equitable pay practices.
In 2013, based on a thorough review of salary surveys, rather than implement a broad based, "across the board" cost of living increase for all employees, a "leveling" plan was implemented to improved compensation equity among all employees, with increases of 1:, 2%, 3%, 4% and 5%, with the highest increases going to the lowest paid employees. In a spirit of ongoing improvement, 4 national survey were recently obtained to study appropriate and competitive salary levels for all of the various salary types (exempt, non-exempt, faculty, etc.)
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:
Defined as income that exceeds the federal poverty level for a family of 4.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
Saint Joseph's College strives to ensure that all compensation/benefit practices are fair and equitable.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
Saint Joseph's College strives to ensure that all compensation/benefit practices are fair and equitable.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
Saint Joseph's College strives to ensure that all compensation/benefit practices are fair and equitable.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
Saint Joseph's College strives to ensure that all compensation/benefit practices are fair and equitable.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
Most student employees earn minimum wage, $7.50/hr
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.