| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 68.49 |
| Liaison | Lisa Kilgore |
| Submission Date | April 28, 2017 |
| Executive Letter | Download |
Cornell University
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.35 / 3.00 |
Linda
Croll Howell Director for HR Analytics HR |
"---"
indicates that no data was submitted for this field
Part 1
13.77
US/Canadian $
Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):
100
Part 2
Yes
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):
0
Part 3
125 percent
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 :
Competitive with mid-market rates for comparable employers within demonstrated labor markets for these specific roles. Our pay rates for these positions all exceed the established "living wage" determined for our local market and are prorated based on the percentage of time worked.
Optional Fields
No
A copy or brief description of the institution’s written policy stating its commitment to a living wage:
---
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)?:
No
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:
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
Cornell has a compensation philosophy to pay competitively with mid-market rates for comparable employers within demonstrated labor markets. Pay rates are established within these parameters. To ensure equity in pay for job groups, an analysis is conducted through an outside vendor and reviewed for any inequities on an annual basis.
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.