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  • AASHE-STARS

The Sustainability Tracking, Assessment & Rating System™ (STARS) is a transparent, self-reporting framework for colleges and universities to measure their sustainability performance.

Overall Rating Gold
Overall Score 69.60
Liaison Shanna Eller
Submission Date Feb. 27, 2015
Executive Letter Download

STARS v2.0

University of North Carolina, Greensboro
PA-9: Employee Compensation

Status Score Responsible Party
Complete 3.00 / 3.00 Trey McDonald
Sustainability Coordinator
Sustainability Office
"---" indicates that no data was submitted for this field

Number of employees:
2,734

Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
2,734

Does the institution have employees of contractors working on-site as part of regular and ongoing campus operations?:
Yes

Number of employees of contractors working on campus:
230

Number of employees of contractors covered by sustainable compensation standards, guidelines, or policies and/or collective bargaining agreements:
230

A brief description of the sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements covering staff, faculty and/or employees of contractors:

Per the UNCG Human Resources Dept:
The University of North Carolina at Greensboro’s compensation philosophy is committed to the creation of an inclusive, collaborative, and responsive university by attracting, retaining, and developing a diverse community of talented individuals in support of the university's mission. As a public research university, UNCG must govern its resources in an efficient and effective way. Within the boundaries of financial feasibility, employee compensation will be administered in a manner that is externally competitive and internally equitable, recognizes performance, and includes, but is not limited to consideration of job independence and discretion, job complexity, scope, supervisory or lead roles, relevant experience and credentials, and additional position responsibilities.

COMPENSATION OBJECTIVES
Administering compensation to reflect this philosophy means that:
 Salaries will be reviewed on an on-going basis by the University. These analyses will
support the institution's efforts to obtain appropriate salary funding from the state
legislature. As funding permits, salary increases shall focus on maintaining market
alignment, supporting internal equity, retaining key personnel, and recognizing
performance.
 Within the parameters of discipline, function, job-related experience, and performance,
and individual effectiveness, employees shall be paid similarly for similar work.
 Salaries for new employees should be established at levels that recognize the individual's skills, competencies, and experience while considering the salary levels of current employees with similar job duties.

Further, UNCG ensures that contracts are closely monitored to ensure that proper compensation guidelines and policies are included.

See also the 2014 State of NC Compensation and Benefits Report: http://www.oshr.nc.gov/Guide/CompWebSite/2014%20compensation%20&%20benefits%20report.pdf


Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
Yes

Number of staff and faculty that receive sustainable compensation:
2,734

Number of employees of contractors that receive sustainable compensation:
230

A brief description of the standard(s) against which compensation was assessed:

UNCG has a sustainable compensation standard developed or adopted by a committee with multi-stakeholder representation. The UNCG compensation standard has been adopted by the University's Executive Staff, which consists of stakeholders from all divisions including the Provost's Office, Student Affairs, Business Affairs, Information Technology Services, and Advancement. This standard has been reviewed and updated on an annual basis to adjust to market conditions. It represents an ongoing effort to recruit high quality talent, maintain market competitiveness, and ensure retention of faculty and staff in support of the university's educational mission. In addition, the University is conducting ongoing equity reviews to address compression, compensation for similarly situated positions, and strategies to address the living wage. A major initiative to create a career ladder program for housekeeping and grounds workers is underway with a projected implementation date of July 1, 2015.

SPA employees are compensated within the guidelines of Career Banding established by the Office of State Human Resources, and pay is based on the following factors:
i. Financial Resources -The amount of funding that a manager has available when making pay decisions. Agency business need (budget)
ii. Appropriate Market Rate - The market rate applicable to the functional competencies demonstrated by the employee.
iii. Internal Pay Alignment (equity) - The consistent alignment of salaries among employees who demonstrate similar required competencies in the same banded class within a work unit or organization.
iv. Required Competencies - The functional competencies and associated levels that are required based on organizational business need and subsequently demonstrated on the job by the employee.

Salaries paid to faculty members are set by the Office of the Provost and is based on peer data in accordance with University policy.

Salary ranges for deans are set by the Office of the Provost and is based on discipline, national peer data, and CUPA-HR data for the BOG approved peer institutions. Requests for salary exceptions are forwarded with recommendations from the Chancellor and the President to the BOG Committee on Personnel and Tenure.

Senior Academic and Administrative Officers (SAAO) with a Tier I status - salaries must be set within ranges authorized by the Board of Governors.

For both SAAO Tier I and II administrators, and EPA Non-faculty Professionals, employee compensation will be administered in a manner that is externally competitive and internally equitable, recognizing performance, and includes, but is not limited to consideration of job independence and discretion, job complexity, scope, supervisory or lead roles, relevant experience and credentials, and additional position responsibilities.

+ Date Revised: April 1, 2015

A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:

Full-time employees paid at the lowest end of the salary ranges ($11.22/hr) are Subject to the Personnel Act (SPA) of the State of North Carolina and are afforded the same benefits offerings as other SPA employees with higher salaries. These benefits include
• State PPO Health Plan (NC Smart Choice)
• NC Flex (Dental, FSAs, AD&D, Vision, and more)
• Retirement (TSERS, ORP)
• Supplemental Retirement/Annuities
• Disability
• MetLife - Life Insurance
• MetLife - Auto/Home Insurance
• CFNC 529 College Savings Plan
• Employee Assistance Program
• FMLA
• Leave (Sick, Vacation)


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:

Part-time employees paid at the lowest end of the salary ranges ($11.72/hr) are Subject to the Personnel Act (SPA) of the State of North Carolina and are afforded the same benefits offerings as other SPA employees with higher salaries, with some benefits prorated or deemed ineligible based on the part-time hours appointment.


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:

The lowest paid temporary staff are normally paid at the new minimum of $11.22, with the exception of Childcare workers, who are paid at $9/hr. Temporary staff are not considered State Employees and are therefore not afforded the same benefits offerings as permanent SPA employees described earlier. Temporary staff, who work on average 30 hours a week or more are offered Medcost, an alternative health coverage benefit that meets the standards of the Affordable Care Act.


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:

In general, the lowest standard rate is $3,500 for one (3) credit-hour course. A temporary faculty member at this rate would not qualify for benefits. [Provided by Office of Faculty Personnel Services]


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):

Students are paid no lower than $7.25 and are not afforded the same benefits offerings as permanent SPA employees. UNLESS they are in the Federal Work-Study Program, students who work on average 30 hours a week or more are offered Medcost, an alternative health coverage benefit that meets the standards of the Affordable Care Act. Undergraduate students can work an average of 28 hours per week to include summer and jobs in multiple departments. Graduate students can work 20 hours per week to include summer and multiple departments.


The local legal minimum hourly wage for regular employees:
7.25 US/Canadian $

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?:
Yes

Does the institution offer a socially responsible investment option for retirement plans?:
Yes

The website URL where information about the institution’s sustainable compensation policies and practices is available:

In July 2012, Human Resources produced the SPA Compensation Analysis, a comprehensive study of all SPA classifications that are most significantly below market. This analysis was designed to equip Executive Staff members with current salary information so as to review and prioritize salary proposals for their respective units.

Since July 2014 HR has been working with the Vice Chancellor for Business Affairs in conducting market and pay assessments for the following staffing groups:
• Grounds and Housekeeping staff. The Associate Vice Chancellor for Facilities Operations is looking to create career ladders and operational efficiencies among our lowest paid employees.
• Public Safety and Police staff. A local/regional salary study was conducted in December to compare salaries among ranking police officers as well as telecommunicators in local municipal police departments, universities and colleges.

Information for this credit was received from Dr. Edna Chun, Associate Vice Chancellor for Human Resource Services at UNCG and from the NC Office of State Human Resources (OSHR). The number of employees of contractors is an estimate from the HR Department, as this number varies througjout the year.

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 and complete the Data Inquiry Form.