| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 68.77 |
| Liaison | Marianne Martin |
| Submission Date | Nov. 9, 2010 |
| Executive Letter | Download |
University of Colorado Boulder
PAE-11: Sustainable Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
8.00 / 8.00 |
Candice
Bowen Executive Director Human Resources |
Total number of employees working on campus (including contractors):
Number of employees (including contractors) that the institution ensures earn sustainable compensation:
A brief description of how the institution ensures that its lowest-paid workers (including contractors, if applicable) receive sustainable compensation:
It is the policy of the state to provide prevailing total compensation to employees in the state personnel system to ensure the recruitment, motivation, and retention of a qualified and competent work force. Total compensation includes, but is not limited to, salary, group benefit plans, retirement benefits, performance awards, incentives, premium pay practices, and leave. The reference to “prevailing” reflects the State’s desire to not only enable employees to meet their basic needs but to provide total compensation that is competitive with its defined labor market; specifically, to compensate at a level that falls in the middle of market (even beyond basic rather than to lead or lag the market. To achieve this, an annual compensation survey is conducted in an effort to maintain an integrated and prevailing compensation package.
CU-Boulder has reviewed the hourly wages for classified staff titles on our campus and determined that 100% of the positions, with a margin of error of +/- 1%, earn greater than $8.29 per hour which has been ascertained as the living wage for Colorado*. We have determined that this, in conjunction with group benefit plans, retirement benefits, performance awards, incentives, premium pay practices, bus pass, and leave benefits enables employees to meet their basic needs.
*http://www.livingwage.geog.psu.edu/states/08
The most recent year total compensation for the institution’s lowest-paid workers (including contractors, if applicable) was evaluated to ensure that it was sustainable:
The website URL where information about the institution’s compensation policies and practices is available:
Data source(s) and notes about the submission:
Independent contractors and subcontractors working on campus are not employees of the University, and therefore are not included in the number reported for Total number of employees working on campus.
Additional websites for our institutions compensation policies and practices are available here:
http://www.colorado.edu/humres/downloads/UCBProcessforReviewofProfessionalExemptSalaries.pdf
http://www.colorado.edu/humres/downloads/SalarySettingGuidance.pdf
Independent contractors and subcontractors working on campus are not employees of the University, and therefore are not included in the number reported for Total number of employees working on campus.
Additional websites for our institutions compensation policies and practices are available here:
http://www.colorado.edu/humres/downloads/UCBProcessforReviewofProfessionalExemptSalaries.pdf
http://www.colorado.edu/humres/downloads/SalarySettingGuidance.pdf
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.