| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 81.45 |
| Liaison | Lindsey Lyons |
| Submission Date | March 1, 2018 |
| Executive Letter | Download |
Dickinson College
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.00 / 3.00 |
Neil
Leary Director Center for Sustainability Education |
"---"
indicates that no data was submitted for this field
Part 1
15.38
US/Canadian $
Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):
64
Part 2
No
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):
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Part 3
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, including any in-kind benefits included as part of the total compensation figure :
All regular employees receive a benefits package valued at 33% of their pay. Total compensation for the lowest paid regular employee is $13.37 per hour (FY2018). This includes health insurance, dental and vision, retirement and vacation leave. Health insurance premiums paid by employees are scaled progressively such that employees in the lowest pay grade pay a premium that is 62% lower than that paid by employees in the highest pay grade. Not included in the calculation is a generous college tuition benefit for the children of employees.
Optional Fields
No
A copy or brief description of the institution’s written policy stating its commitment to a living wage:
Dickinson's compensation philosophy states: "Dickinson College seeks to attract, retain, and engage diverse and highly qualified staff to achieve its mission and goals. To meet institutional staffing needs and priorities, Dickinson offers fair, equitable, competitive total compensation that takes into account the scope of the position responsibilities, the appropriate compensation comparison markets, internal equity, the budgetary constraints of the institution, and employee performance against position expectations."
"The compensation philosophy statement, objectives, and guiding principles may
contain items that are aspirational in nature. It is the intention of Dickinson senior
leadership and HR Services to review and refine the existing program(s) to align with the
desired nature of these statements over the course of the next several years."
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:
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The website URL where information about the programs or initiatives is available:
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Dickinson's compensation philosophy and criteria for classifying employee positions with respect to our pay scale can be found here: http://www.dickinson.edu/download/downloads/id/6240/classification_grid.pdf.
Living wage is based on MIT calculation for household of 2 working adults and 2 children living in the Harrisburg-Carlisle area (http://livingwage.mit.edu/metros/25420; accessed 1/9/2018).
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.