| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 50.85 |
| Liaison | Sarah Williams |
| Submission Date | Feb. 8, 2017 |
| Executive Letter | Download |
Whitman College
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.35 / 3.00 |
Brandon
Bishop Campus Sustainability Coordinator Physical Plant |
The local living wage (based on a family of four and expressed as an hourly wage):
Date Revised: Jan. 29, 2018
Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):
Date Revised: Jan. 29, 2018
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?:
Date Revised: Jan. 29, 2018
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 :
$11.50 per hour and sick leave. One hour of sick leave for every 40 hours worked.
Date Revised: Jan. 29, 2018
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 College has not defined a living wage. To construct wages based on the position, the HR office participates and uses data from salary surveys. The salary surveys include a local salary survey, College and University Professional Association for Human Resources (CUPA-HR) salary survey, as well as a panel of colleges that we compare ourselves to.
Date Revised: Jan. 29, 2018
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:
The website URL where information about the programs or initiatives is available:
Date Revised: Jan. 29, 2018
Additional documentation to support the submission:
Data source(s) and notes about the submission:
As of January 1, 2017 a new wage measure went into affect within Washington State. The information provided within this section will be adjusted once our HR department has updated information on all salary changes. This legal change has changed salary and benefit requirements and minimums under state law.
As of January 1, 2017 a new wage measure went into affect within Washington State. The information provided within this section will be adjusted once our HR department has updated information on all salary changes. This legal change has changed salary and benefit requirements and minimums under state law.
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.