| Overall Rating | Silver |
|---|---|
| Overall Score | 62.26 |
| Liaison | Sean MacInnes |
| Submission Date | Feb. 14, 2022 |
University of North Carolina, Greensboro
PA-12: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.00 / 3.00 |
Sean
MacInnes Sustainability Specialist Office of Sustainability |
The local living wage (based on a family of four and expressed as an hourly wage):
Percentage of employees that receive a living wage (benefits excluded):
Does the institution have significant contractors with employees that work on-site as part of regular and ongoing campus operations?:
A list or brief description of significant on-site contractors:
Chartwells Dining Services
Percentage of employees of on-site contractors known to receive a living wage or be covered by collective bargaining agreements (i.e., union contracts):
Total compensation provided to the institution’s lowest paid regular, part-time or full-time employee or pay grade meets or exceeds what percentage of the living wage?:
A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade:
Custodial Service employees earn a minimum of $15 an hour.
Has the institution made a formal commitment to pay a living wage?:
A copy or brief description of the institution’s written policy stating its commitment to a living wage:
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 by the University on an ongoing basis. These analyses will support the institutions 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 individual 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.
Website URL where information about employee compensation is available:
Additional documentation to support the submission:
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.