| Overall Rating | Silver |
|---|---|
| Overall Score | 64.13 |
| Liaison | Michael Kensler |
| Submission Date | Feb. 4, 2022 |
Auburn University
PA-12: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.63 / 3.00 |
Rod
Kelly Senior Director, Talent Management Human Resources |
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indicates that no data was submitted for this field
Part 1. Living wage for employees
18.84
US/Canadian $
Percentage of employees that receive a living wage (benefits excluded):
96
Part 2. Living wage for employees of contractors
Yes
A list or brief description of significant on-site contractors:
Dining contract employees; security contract employees; Custodial contract employees; Transportation/shuttle contract employees.
Percentage of employees of on-site contractors known to receive a living wage or be covered by collective bargaining agreements (i.e., union contracts):
16
Part 3. Minimum total compensation for employees
None of the above (i.e. the lowest paid regular employee or pay grade earns less than the living wage)
A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade:
FY21 fringe rates of 14.3% for part-time and 30.4% for full-time employees.
Auburn University administers a variety of benefits to eligible employees including health, dental, and vision insurances; a Flexible Spending Account program; life, disability, and cancer insurances; mandatory and voluntary retirement plans; and employee discounts.
Auburn University administers a variety of benefits to eligible employees including health, dental, and vision insurances; a Flexible Spending Account program; life, disability, and cancer insurances; mandatory and voluntary retirement plans; and employee discounts.
Optional Fields
Yes
A copy or brief description of the institution’s written policy stating its commitment to a living wage:
Effective 1/1/22, 100% of the lowest paid full-time regular employees will be at or above the living wage. Regular Part-time employees will receive a base hourly rate of twice the federal minimum wage.
Over the last few years, Auburn took intentional steps to review and adjust pay and benefits packages to ensure employees are appropriately recognized for their extraordinary contributions to the Auburn Family.
“In 2016, we took major steps towards creating a sustainable total compensation program at Auburn,” according to Karla McCormick, Auburn’s Associate Vice President of Human Resources. “We secured annual funding to purchase salary surveys to help inform us about market competitive rates for our positions. We began using Pay Evaluator© as a tool for making objective, unbiased decisions about salaries for our employees, and implemented salary alignment processes to fix salary inequities that are created when someone new is hired into a position. Additionally, we worked with Staff Council in 2020 to equalize annual leave accrual for staff employees. We are very excited to be at the point that we can take this next step for our employees.”
Over the last few years, Auburn took intentional steps to review and adjust pay and benefits packages to ensure employees are appropriately recognized for their extraordinary contributions to the Auburn Family.
“In 2016, we took major steps towards creating a sustainable total compensation program at Auburn,” according to Karla McCormick, Auburn’s Associate Vice President of Human Resources. “We secured annual funding to purchase salary surveys to help inform us about market competitive rates for our positions. We began using Pay Evaluator© as a tool for making objective, unbiased decisions about salaries for our employees, and implemented salary alignment processes to fix salary inequities that are created when someone new is hired into a position. Additionally, we worked with Staff Council in 2020 to equalize annual leave accrual for staff employees. We are very excited to be at the point that we can take this next step for our employees.”
Website URL where information about employee compensation is available:
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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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.