Swarthmore College
PAE-11: Sustainable Compensation

Swarthmore College adopted in 2006 a policy of ensuring an "enhanced minimum" wage for all employees. This policy does not apply, however, to the 15 contractors, including the lawn service employees. See the Living Wage report in the College website. There is a periodic formal review of the wage structure relative to the surrounding economy; the next review is scheduled for the fall of 2012. Swarthmore College has adopted several compensation policies in an effort to be a socially responsible employer within the community. http://www.swarthmore.edu/Admin/reports/LWReport7.Feb04.pdf Swarthmore College considers a broad range of factors to ensure that staff compensation is fair and competitive: • The College annually reviews the Administrative Grade Structure to ensure that the pay at each grade remains competitive. The review is performed by conducting a market analysis of a sample of our positions utilizing regional, national and specialized surveys. The goal is to assess and maintain an equitable and competitive compensation program that supports the mission and values of the College. During the 2011-2012 fiscal year, the enhanced minimum wage at the College was $11.61 per hour. As a result of the most recent review of data, the enhanced minimum wage was increased to $11.67 per hour for the 2012-2013 fiscal year. All College employees receive at least the minimum pay for their respective grade, which significantly exceeds the minimum wage in Pennsylvania of $7.25 per hour. • In addition, the College annually collects compensation data specific to educational institutions and the broader general industry from several sources. This data also helps to inform and support the compensation program. • An annual review is conducted, of all employees who have worked for a minimum of five years within the same grade. This practice is to ensure that the employee’s salary meets or exceeds the “market target minimum” of that grade during the 5-year period. The market target minimum is the mid-range of the grade and falls between the grade minimum and maximum. Please see the link below for further detail on the Administrative Grade Structure: http://www.swarthmore.edu/human-resources/compensation/position-classifications.xml • As positions become vacant, a market analysis is typically performed to ensure that starting pay is competitive and equitable. In addition to base compensation, the College also provides generous benefits, including medical, dental, disability and life insurance. Health Maintenance Organization (HMO) at no cost to an employee and his or her child. Additional Sources: http://www.swarthmore.edu/human-resources/compensation/total-compensation-overview.xml http://www.swarthmore.edu/human-resources/compensation/pay-increases.xml http://www.swarthmore.edu/human-resources/compensation/faqs.xml

Employee number for 2011 provided by CF