Overall Rating Gold - expired
Overall Score 65.28
Liaison Kevin Kirsche
Submission Date April 29, 2014
Executive Letter Download

STARS v1.2

University of Georgia
PAE-11: Sustainable Compensation

Status Score Responsible Party
Complete 7.89 / 8.00 Kevin Kirsche
Director of Sustainability
Office of Sustainability
"---" indicates that no data was submitted for this field

Total number of employees working on campus (including contractors):
10,015

Number of employees (including contractors) that the institution ensures earn sustainable compensation:
9,878

A brief description of how the institution ensures that its lowest-paid workers (including contractors, if applicable) receive sustainable compensation:

The University has established a pay plan for employees.

The purpose of the plan is to establish and maintain a pay system for administrative and non-administrative classified employees which is equitable and uniform and which will enable the University to attract and retain highly qualified employees. This plan includes the classification code, classification title, pay range number, and the minimum and maximum rates of the pay range for each classification contained in the University of Georgia’s Personnel Classification system.

The implementation of policies and procedures pertaining to payment of salaries is contingent upon funds being available regardless of funding source. Authorization may not be given to exceed the budgeted rate for any position regardless of the classification and/or pay range without prior approval from Human Resources.

Wages and salaries for classified positions in the University are based upon compensation plans described in the Wage and Salary Schedules. These plans are intended to provide a framework for compensation for work of similar kind and level, to provide a means of compensating employees for satisfactory or outstanding service, to establish rates of compensation which compare favorably with those of other public and private employees, and to reflect the allocated resources of the University.

The assignment of pay ranges to classifications in the compensation plans is based on data obtained in salary and wage surveys of comparable positions in other educational institutions and businesses in the region, and on an analysis of relationships among the various classifications in the plans.

UGA employs 9878 non-contracted workers, but contracted workers are expected to be around 200-300 workers in a year. These workers are paid by their respective employers and access to this information is limited.

Human Resources will periodically review and update the survey data as circumstances warrant, and make appropriate changes to the wage and salary schedule. Department heads are encouraged to suggest jobs or employers in the region that should be included in such surveys.


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:
2,012

The website URL where information about the institution’s compensation policies and practices is available:
Data source(s) and notes about the submission:

Minimum Hiring Rate/Compression Adjustments implemented in FY 2013
As outlined in the April 23, 2012 memorandum from Provost Morehead and
Senior Vice President Burgess, an increase to UGA’s Minimum Hiring Rate along
with Internal Salary Compression Adjustments were provided for regular
employees with an annual salary of $40,000 or less in the FY 2013 amended
budget. These amounts will be annualized in the FY 2014 base budget and are
included on the allocation sheet for each unit.


Minimum Hiring Rate/Compression Adjustments implemented in FY 2013
As outlined in the April 23, 2012 memorandum from Provost Morehead and
Senior Vice President Burgess, an increase to UGA’s Minimum Hiring Rate along
with Internal Salary Compression Adjustments were provided for regular
employees with an annual salary of $40,000 or less in the FY 2013 amended
budget. These amounts will be annualized in the FY 2014 base budget and are
included on the allocation sheet for each unit.

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.