| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 71.70 |
| Liaison | Marianne Martin |
| Submission Date | Sept. 22, 2014 |
| Executive Letter | Download |
University of Colorado Boulder
PA-9: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.42 / 3.00 |
Ana
Johnson Assoc. Exec. Director HR |
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:
Compensation for classified staff positions is governed by the State of Colorado, Department of Human Resources, and compensation is tied to job classification. Compensation for faculty, exempt professional staff and officers is approved by the Board of Regents for the University of Colorado system. It is the policy of both the State of Colorado and the University of Colorado system to provide 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. It is the intention of the State and the Board of Regents of the University of Colorado system to not only enable employees to meet their basic needs but to provide total compensation that is competitive with the defined labor market; specifically, to compensate at a level that falls in the middle of market, well beyond the basic. To achieve this, an annual compensation survey is conducted to maintain an integrated and market prevailing compensation package. The university wishes to compensate officers and exempt professionals in a manner that is competitive in the marketplace and that rewards meritorious performance within fiscal limits. We have determined that, in conjunction with group benefit plans, retirement benefits, performance awards, incentives, premium pay practices, bus passes, and leave benefits all employees are able to meet their basic needs.
Date Revised: July 13, 2015
Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
Date Revised: July 13, 2015
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:
The university wishes to compensate officers and exempt professionals in a manner that is competitive in the marketplace and that rewards meritorious performance within fiscal limits.
Compensation and pay for State of Colorado classified employees is tied to job classification. It is a goal to help campus managers and supervisors achieve their business goals while maintaining quality standards of equitable pay for equitable work.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
CU has reviewed the hourly wages for staff titles on our campus and determined that 100% of the positions, with a margin of errorr of +/- 1% earn greater than $7.78 per hour which has been ascertained as the highest government-mandated minimum wage (state is currently higher than federal). Additionally, regular employees may be eligible for group benefits plans, retirement benefits, performance awards, incentives, premium pay practices, and leave benfits which enable employees to meet their basic needs. Overtime/comp time is provided for those jobs determined to be eligible for such compensation under the FLSA.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
CU has reviewed the hourly wages for staff titles on our campus and determined that 100% of the positions, with a margin of errorr of +/- 1% earn greater than $7.78 per hour which has been ascertained as the highest government-mandated minimum wage (state is currently higher than federal). Additionally, regular employees may be eligible for group benefits plans, retirement benefits, performance awards, incentives, premium pay practices, and leave benfits which enable employees to meet their basic needs. Overtime/comp time is provided for those jobs determined to be eligible for such compensation under the FLSA.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
CU has reviewed the hourly wages for staff titles on our campus and determined that 100% of the positions, with a margin of errorr of +/- 1% earn greater than $7.78 per hour which has been ascertained as the highest government-mandated minimum wage (state is currently higher than federal). Additionally, regular employees may be eligible for group benefits plans, retirement benefits, performance awards, incentives, premium pay practices, and leave benfits which enable employees to meet their basic needs. Overtime/comp time is provided for those jobs determined to be eligible for such compensation under the FLSA.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
CU has reviewed the hourly wages for staff titles on our campus and determined that 100% of the positions, with a margin of errorr of +/- 1% earn greater than $7.78 per hour which has been ascertained as the highest government-mandated minimum wage (state is currently higher than federal). Additionally, regular employees may be eligible for group benefits plans, retirement benefits, performance awards, incentives, premium pay practices, and leave benfits which enable employees to meet their basic needs. Overtime/comp time is provided for those jobs determined to be eligible for such compensation under the FLSA.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
CU has reviewed the hourly wages for staff titles on our campus and determined that 100% of the positions, with a margin of errorr of +/- 1% earn greater than $7.78 per hour which has been ascertained as the highest government-mandated minimum wage (state is currently higher than federal). Additionally, regular employees may be eligible for group benefits plans, retirement benefits, performance awards, incentives, premium pay practices, and leave benfits which enable employees to meet their basic needs. Overtime/comp time is provided for those jobs determined to be eligible for such compensation under the FLSA.
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:
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.