Overall Rating	Gold
Overall Score	81.96
Liaison	Lindsey Lyons
Submission Date	March 1, 2024

STARS v2.2

Dickinson College
PA-12: Employee Compensation

Status	Score	Responsible Party
	0.00 / 3.00	Dennette Moul Associate Director of HRS HRS

"---" indicates that no data was submitted for this field

Part 1. Living wage for employees

The local living wage (based on a family of four and expressed as an hourly wage):

23.87 US/Canadian $

Percentage of employees that receive a living wage (benefits excluded):

63.61

Part 2. Living wage for employees of contractors

Does the institution have significant contractors with employees that work on-site as part of regular and ongoing campus operations?:

A list or brief description of significant on-site contractors:

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Percentage of employees of on-site contractors known to receive a living wage or be covered by collective bargaining agreements (i.e., union contracts):

Part 3. Minimum total compensation for employees

Total compensation provided to the institution’s lowest paid regular, part-time or full-time employee or pay grade meets or exceeds what percentage of the living wage?:

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:

All regular employees receive a benefits package valued at 43% of their pay. Total compensation for the lowest paid regular employee is $15.00 per hour (FY2024). This includes health insurance, dental and vision, retirement and paid leave benefits. 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

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:

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."

Website URL where information about employee compensation is available:

https://www.dickinson.edu/homepage/1603/compensation_structure_and_classification_grid

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: https://www.dickinson.edu/homepage/1603/compensation_structure_and_classification_grid

Living wage is based on MIT calculation for household of 2 working adults and 2 children living in the Harrisburg-Carlisle area (https://livingwage.mit.edu/states/42/locations); accessed 1/26/2024).

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.