University of Iowa
PAE-11: Sustainable Compensation

Salary rates for University of Iowa (UI) employees are determined through a variety of processes, all of which place UI salary rates above the living wage in Johnson County Iowa. Currently the living wage for one adult in Johnson County is $8.57/hour. http://livingwage.mit.edu/counties/19103 Compensation rates for hourly Merit system employees and health care professionals are set through collective bargaining between AFSCME and the State of Iowa, and SEIU and the Board of Regents respectively. Salary ranges for other professional staff are set annually based upon an analysis of external market compensation, as measured by multiple sources of data including College & University Personnel Association (CUPA), Towers Watson, EduComp, Mercer, Salary.com and more. A trained position evaluation committee conducts job evaluations for each of these positions and places them into appropriate salary grades. Faculty salary rates are based on merit performance and consideration of rates paid at peer institutions. Salary policy for non-bargaining employees is set annually by the Board of Regents, State of Iowa. The result of these processes is that all non-student employees at the University of Iowa are paid above the hourly rate for sustainable compensation. The University of Iowa also offers health, dental and vision insurance, long-term disability insurance, life insurance, flexible-spending accounts, and retirement plans as core benefits to eligible employees. In addition, the University of Iowa also provides other benefits and services to help enhance employees' quality of life such as wellness programming, child care and elder care resources and an employee assistance program. Non-temporary employees can access a personalized statement showing their annual compensation as well as the value of their elected benefits at any time.

Each year the University of Iowa conducts a self-audit to ensure that compensation and classification procedures and practices are applied uniformly and consistently to each employee, regardless of his/her race/ethnicity and/or gender. For fiscal year 2012, UI Human Resources staff analyzed the data and determined that The University of Iowa compensation and classification procedures and practices do not discriminate based upon race/ethnicity and or gender. OFCCP Annual Review The Office of Federal Contract Compliance Programs (OFCCP) requires employers who receive federal funds to collect and maintain information about the gender, race, and ethnicity of their employees. Using a salary equity formula developed by the Compensation and Classification Unit, UI Human Resources staff analyzed whether the mean salary difference between employees appeared reasonable based on the years in classification, years at the University, and level of performance. The formula compares salary information by both pay level and by job classification.