| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 65.06 |
| Liaison | Andrea Trimble |
| Submission Date | May 29, 2015 |
| Executive Letter | Download |
University of Virginia
PA-9: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
2.51 / 3.00 |
Tim
White Senior Immigration Consultant Human Resources |
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:
The University has an ongoing commitment to improving salaries for all University employees – as our resources and statutory authority allow. We continue to make progress on salaries through merit- and performance-based increases, with specific focus on increasing the compensation of our lowest-paid employees. When we are able to give salary increases, we report publicly on the progress made, including, but not limited to, the wages of our lowest-earning employees.
The University of Virginia Medical Center (“UVAMC”) Compensation Philosophy provides a broad set of guidelines for administering pay within the organization. The goal of the compensation program is to provide a management tool for attracting and retaining the caliber of employees necessary to meet the current and future needs of the organization, and for motivating employees to achieve our strategic goals and objectives within the organization’s financial stewardship responsibilities. At the UVa Medical Center, we evaluate our pay ranges against the market at least annually for every position.
The UVAMC believes that a fairly administered pay program recognizes the value of employees in the work place, and is consistent with the values of UVAMC.
Respect: To recognize the dignity of every person
Integrity: To be honest, fair and trustworthy
Stewardship: To manage resources responsibly
Excellence: To work at the highest level of performance, with a commitment to continuous improvement
The ability of UVAMC to express these core values is, in large part, the result of efforts by the dedicated employees working in all areas of the organization.
Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
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 actual current minimum starting pay for an entry-level employee based on market data, as well as the University's commitment to its lowest paid employees, including the average level of health benefits is $20.38 an hour, far exceeding the $13.71 poverty guideline for a family of four.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
20.38/hour
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
20.38/hour
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
10.65/hour; N/A for the Medical Center as they do not employ at this level.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
Varies
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
7.25/hour; N/A for the Medical Center as they do not employ at this level.
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:
In 2012, a fair wage policy was drafted that would cover contract employees, but it has not been implemented.
In 2012, a fair wage policy was drafted that would cover contract employees, but it has not been implemented.
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.