| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 66.66 |
| Liaison | Marianella Franklin |
| Submission Date | Sept. 20, 2017 |
| Executive Letter | Download |
University of Texas Rio Grande Valley
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.90 / 3.00 |
Kristina
Chavez Compensation Manger Office of Human Resources |
The local living wage (based on a family of four and expressed as an hourly wage):
Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):
Does the institution have employees of contractors that work on-site as part of regular and ongoing campus operations?:
Percentage of employees of contractors that work on-site as part of regular and ongoing campus operations that the institution has verified as receiving a living wage (benefits excluded) (0-100; enter ‘0’ if unknown):
The total compensation provided to the institution’s lowest paid regular (i.e., permanent) 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, including any in-kind benefits included as part of the total compensation figure :
Minimum annual rate of $20,500 plus medical insurance 100% covered for employee (cost of $7,177 paid by UT System), 50% covered for dependents. Insurance also includes $40,000 employee Basic Life and employee $40,000 Basic Accidental Death and Dismemberment insurance.
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:
In addition, we haveestablished a new institutional living wage of $20,500 which will be the minimum a classified employee can earn at UTRGV.
Has the institution made a formal commitment to provide a living wage to its student employees and/or graduate teaching/research assistants (e.g. by adopting a student bill-of-rights)?:
A brief description of the institution’s commitment to a student living wage:
NA
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
UTRGV’s policy on employee compensation works towards the sustainable development goal of Peace, Justice and Strong Institutions by ensuring that all of its employees receive a living wage.
UTRGV’s policy on employee compensation works towards the sustainable development goal of Peace, Justice and Strong Institutions by ensuring that all of its employees receive a living wage.
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.